With the progress of social production, the competition for talents among enterprises is fierce, and the market often lacks capable leaders, which leads to the lack of management of enterprise employees and cannot bring more economic benefits to enterprises. Traditional leaders make subordinate employees work actively and achieve the common goal of the enterprise by exerting their own leadership characteristics and observing their subordinates, but they cannot take care of the psychological state of each employee, resulting in the employee's work (...) efficiency is not very high. In recent years, charismatic leadership has become an important economic leader in the new era, and the theoretical spirit of charismatic leadership can well guide employees to work actively. Artificial intelligence affective computing can well identify the psychological state of the subject, and the combination of artificial intelligence affective computing and charismatic leadership can achieve effective management of employees through the predictive analysis of employees' psychological state. This paper compares the psychological state prediction analysis of employees' work attitudes between charismatic leaders based on artificial intelligence affective computing and traditional leaders through experiments. The results show that: charismatic leaders based on artificial intelligence affective computing predictive analytics can improve sensitivity to employee needs, resulting in an 8.2% increase in employee trust in leadership, a 4.4% increase in employee commitment to achieving organizational goals, and a 19.3% increase in employee job satisfaction. The psychological state prediction analysis of charismatic leaders based on artificial intelligence affective computing on employees' work attitudes can improve the work efficiency of employees and the economic benefits of enterprises. (shrink)

As an important factor related to the interests of enterprises, the attitude and behavior of employees are related to the company’s survival and the realization of business objectives. However, in recent years, with the rapid development of emerging industries and industry changes, the turnover rate of employees in the whole enterprise has been greatly improved. Frequent turnover of personnel will have a great impact on the stability of the company, the competitiveness of the enterprise, and the operating cost. Employee loyalty (...) and corporate culture satisfaction assessment is the core of sustainable corporate development, but most of the traditional analysis studies are based on the performance approach, using employee overtime, employee achievement, and company effectiveness as data sources, the former performance data is only a side view of the company’s situation, the latter as the data source of this study is a one-sided and involute form, and the data is not stable. Therefore, this paper proposes an analysis of employee loyalty and corporate culture satisfaction assessment based on sentiment analysis, using association rules and sentiment lexicons from anonymous employee evaluations to analyze the actual data. (shrink)

나는 이 논문에서 장-뤽 마리옹이 데카르트 이래 철학의 과제였던 타자의 현존으로의 접근의 문제를 파스칼적 의미의 사랑으로 해결하려 했다는 점을 밝힌다. 그리고 나는 그가 데카르트와 파스칼 사이에서 사랑에 대해 사유하면서 존재론에 선행하는 제일철학의 사건으로서의 사랑 개념을 정립했다는 사실을 보여준다. 이를 위해 나는 마리옹의 사유에서 사랑이 가지는 세 가지 지위를 설명한다. 첫째, 사랑은 데카르트에서 레비나스에 이르는 타자 문제의 해결이다. 둘째, 사랑은 제일철학의 지위를 차지한다. 셋째, 사랑은 형이상학 밖으로 나가는 사건이다. 끝으로 나는 마리옹의 사유의 궁극적 질문은 “무엇을 위한 사랑인가?”이며 이 질문과 함께 그가 (...) 철학 외부로 향한다는 사실을 보여준다. (shrink)

Ben shu tan tao le Song Ming li xue yu Ming dai wen xue de guan xi, bing yi ren ge feng fan wei zhong dian shen ru yan jiu le Ming dai wen xue de chuang zuo yu liu bian, jian gou le Ming dai wen xue de chuang zuo yu liu bian jian gou le Ming dai wen xue de fa zhan ti xi, dui Ming dai zhong yao zuo jia, zuo pin ti chu le du dao (...) de kan fa. (shrink)

全书分为“科教兴国”、“走向世界”、“弘扬科智”、“控制论与人口”、“断代工程”以及“师师仰贤”六个部分,共收入作品80余篇。.

Ben shu gong fen wei liu zhang, qi zhu yao bao kuo: xu lun ; Shao Yong sheng ping ji qi zhu zuo wen ben kao bian ; Shao Yong xue shu si xiang de li shi bei jing ji yuan yuan ; Shao Yong xue shu si xiang yuan yuan; shao yong yi shu yu yi tu si xiang tan jiu deng nei rong.

This book describes the framework of a new theory of science. Over the last hundred years, philosophy of science has developed its theory based on what philosophers perceived what science is and what scientists do. It does not address the basic questions that scientists care about. Thus, this book examines the conventional theories of philosophy of science from a completely different point of view and describes the most difficult problems that scientists are concerned about and how science is conducted. This (...) book is based on the lecture notes under the same title in Honors College at the junior level in UMASS Lowell. It is qualified as a required course in Art and Humanity for science and engineering majors. (shrink)

Simion and Kelp develop the obligation-based account of trustworthiness as a compelling general account of trustworthiness and then apply this account to various instances of AI. By doing so, they explain in what way any AI can be considered trustworthy, as per the general account. Simion and Kelp identify that any account of trustworthiness that relies on assumptions of agency that are too anthropocentric, such as that being trustworthy, must involve goodwill. I argue that goodwill is a necessary condition for (...) being trustworthy and further suggest a network account of trustworthy AI, which retains the goodwill as the essential requirement for the concept of trustworthiness and meanwhile predicts that current AI can be trustworthy. The alternative account suggests that the focus of trustworthy AI is not merely AI technology, but the whole network of AI involving AI technology, AI designers, AI companies, and other social and legal institutions. A trustworthy AI requires that AI technology is reliable and that other involved agents are trustworthy. (shrink)

This study examined the correlation between depressive symptoms, interpersonal sensitivity, and social support before and during the COVID-19 pandemic and verified causal relationships among them. The study used Social Support Scale and Symptom Self-Rating Scale to investigate relevant variables. A total of 1,414 employees from company were recruited for this longitudinal study, which a follow up study was conducted on the same group of participants 1 year later. Paired sample t-test results showed that significant differences were only found in social (...) support, not in depressive symptoms or interpersonal sensitivity. The results of correlation analysis showed that social support, depressive symptoms, and interpersonal sensitivity were significantly correlated between wave 1 and wave 2. The cross-lag autoregressive pathway showed that employees’ social support level, depressive symptoms, and interpersonal sensitivity all showed moderate stability. Crossing paths showed that wave 1 social support could significantly predict wave 2 depressive symptoms and wave 2 interpersonal sensitivity. Wave 1 depressive symptoms could significantly predict wave 2 social support, while wave 1 interpersonal sensitivity could not predict wave 2 social support. Social support can be considered as a protective factor against mental health problems. (shrink)