In the consumer advice network, users with connections can interact with each other, and the network topology will change during the opinion interaction. When the opinion distance from i to j is greater than the confidence threshold, the two consumers cannot exchange opinions, and the link between them will disconnect with probability DE. Then, a link from node i to node k is established with probability CE and node i learning opinion from node k.

This simulation model is to simulate the emergence of technological innovation processes from the hypercycles perspective.

The model that simulates the dynamic creation and maintenance of knowledge-based formations such as communities of scientists, fashion movements, and subcultures. The model’s environment is a spatial one, representing not geographical space, but a “knowledge space” in which each point is a different collection of knowledge elements. Agents moving through this space represent people’s differing and changing knowledge and beliefs. The agents have only very simple behaviors: If they are “lonely,” that is, far from a local concentration of agents, they move toward the crowd; if they are crowded, they move away.

Running the model shows that the initial uniform random distribution of agents separates into “clumps,” in which some agents are central and others are distributed around them. The central agents are crowded, and so move. In doing so, they shift the centroid of the clump slightly and may make other agents either crowded or lonely, and they too will move. Thus, the clump of agents, although remaining together for long durations (as measured in time steps), drifts across the view. Lonely agents move toward the clump, sometimes joining it and sometimes continuing to trail behind it. The clumps never merge.

The model is written in NetLogo (v6). It is used as a demonstration of agent-based modelling in Gilbert, N. (2008) Agent-Based Models (Quantitative Applications in the Social Sciences). Sage Publications, Inc. and described in detail in Gilbert, N. (2007) “A generic model of collectivities,” Cybernetics and Systems. European Meeting on Cybernetic Science and Systems Research, 38(7), pp. 695–706.

How do bots influence beliefs on social media? Why do beliefs propagated by social bots spread far and wide, yet does their direct influence appear to be limited?

This model extends Axelrod’s model for the dissemination of culture (1997), with a social bot agent–an agent who only sends information and cannot be influenced themselves. The basic network is a ring network with N agents connected to k nearest neighbors. The agents have a cultural profile with F features and Q traits per feature. When two agents interact, the sending agent sends the trait of a randomly chosen feature to the receiving agent, who adopts this trait with a probability equal to their similarity. To this network, we add a bot agents who is given a unique trait on the first feature and is connected to a proportion of the agents in the model equal to ‘bot-connectedness’. At each timestep, the bot is chosen to spread one of its traits to its neighbors with a probility equal to ‘bot-activity’.

The main finding in this model is that, generally, bot activity and bot connectedness are both negatively related to the success of the bot in spreading its unique message, in equilibrium. The mechanism is that very active and well connected bots quickly influence their direct contacts, who then grow too dissimilar from the bot’s indirect contacts to quickly, preventing indirect influence. A less active and less connected bot leaves more space for indirect influence to occur, and is therefore more successful in the long run.

A reimplementation of the Wedding Ring model by Francesco Billari. We investigate partnership formation in an agent-based framework, and combine this with statistical demographic projections using real empirical data.

The purpose of the model is to study the dynamical relationship between individual needs and group performance when focusing on self-organizing task allocation. For this, we develop a model that formalizes Deci & Ryan’s self-determination theory (SDT) theory into an ABM creating a framework to study the social dynamics that pertain to the mutual relations between the individual and group level of team performance. Specifically, it aims to answer how the three individual motivations of autonomy, competence, and belonging affect team performance.

This model simulates the mechanisms of evolution, or how allele frequencies change in a population over time.

This model system aims to simulate the whole process of task allocation, task execution and evaluation in the team system through a feasible method. On the basis of Complex Adaptive Systems (CAS) theory and Agent-based Modelling (ABM) technologies and tools, this simulation system attempts to abstract real-world teams into MAS models. The author designs various task allocation strategies according to different perspectives, and the interaction among members is concerned during the task-performing process. Additionally, knowledge can be acquired by such an interaction process if members encounter tasks they cannot handle directly. An artificial computational team is constructed through ABM in this simulation system, to replace real teams and carry out computational experiments. In all, this model system has great potential for studying team dynamics, and model explorers are encouraged to expand on this to develop richer models for research.

This is a model of organizational behavior in the hierarchy in which personnel decisions are made.
The idea of the model is that the hierarchy, busy with operations, is described by such characteristics as structure (number and interrelation of positions) and material, filling these positions (persons with their individual performance). A particular hierarchy is under certain external pressure (performance level requirement) and is characterized by the internal state of the material (the distribution of the perceptions of others over the ensemble of persons).
The World of the model is a four-level hierarchical structure, consisting of shuff positions of the top manager (zero level of the hierarchy), first-level managers who are subordinate to the top manager, second-level managers (subordinate to the first-level managers) and positions of employees (the third level of the hierarchy). ) subordinated to the second-level managers. Such a hierarchy is a tree, i.e. each position, with the exception of the position of top manager, has a single boss.
Agents in the model are persons occupying the specified positions, the number of persons is set by the slider (HumansQty). Personas have some operational performance (harisma, an unfortunate attribute name left over from the first edition of the model)) and a sense of other personas’ own perceptions. Performance values are distributed over the ensemble of persons according to the normal law with some mean value and variance.
The value of perception by agents of each other is positive or negative (implemented in the model as numerical values equal to +1 and -1). The distribution of perceptions over an ensemble of persons is implemented as a random variable specified by the probability of negative perception, the value of which is set by the control elements of the model interface. The numerical value of the probability equal to 0 corresponds to the case in which all persons positively perceive each other (the numerical value of the random variable is equal to 1, which corresponds to the positive perception of the other person by the individual).
The hierarchy is occupied with operational activity, the degree of intensity of which is set by the external parameter Difficulty. The level of productivity of each manager OAIndex is equal to the level of productivity of the department he leads and is the ratio of the sum of productivity of employees subordinate to the head to the level of complexity of the work Difficulty. An increase in the numerical value of Difficulty leads to a decrease in the OAIndex for all subdivisions of the hierarchy. The managerial meaning of the OAIndex indicator is the percentage of completion of the load specified for the hierarchy as a whole, i.e. the ratio of the actual performance of the structural subdivisions of the hierarchy to the required performance, the level of which is specified by the value of the Difficulty parameter.
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A generalized organizational agent- based model (ABM) containing both formal organizational hierarchy and informal social networks simulates organizational processes that occur over both formal network ties and informal networks.