Inspired by the application of CycleGAN networks to the image style conversion problem Zhu et al., this paper proposes an end-to-end network, DefogNet, for solving the single-image dehazing problem, treating the image dehazing problem as a style conversion problem from a fogged image to a nonfogged image, without the need to estimate a priori information from an atmospheric scattering model. DefogNet improves on CycleGAN by adding a cross-layer connection structure in the generator to enhance the network’s multiscale feature extraction capability. (...) The loss function was redesigned to add detail perception loss and color perception loss to improve the quality of texture information recovery and produce better fog-free images. In this paper, the novel Defog-SN algorithm is presented. This algorithm adds a spectral normalization layer to the discriminator’s convolution layer to make the discriminant network conform to a 1-Lipschitz continuum and further improve the model’s stability. In this study, the experimental process is completed based on the O-HAZE, I-HAZE, and RESIDE datasets. The dehazing results show that the method outperforms traditional methods in terms of PSNR and SSIM on synthetic datasets and Avegrad and Entropy on naturalistic images. (shrink)

Voluntary work behavior refers to spontaneous workplace behaviors that extend beyond role norms, including extra-role behaviors that benefit the organization and negative behaviors that may harm the organization. This study examined the relationship between self-control and VWB and the mediating role of job satisfaction. A total of 1,101 full-time employees from China completed a battery of self-report measures online. The results show that self-control positively predicts employees' OCB and negatively predicts employees' CWB. Moreover, job satisfaction significantly mediates the relationship between (...) self-control and OCB/CWB. The results confirm that employees with high self-control are more public-spirited, which previous studies have described as being “highly committed” or “less harmful”. This finding closely relates to the observation that employees with high self-control tend to have more satisfying work outcomes or higher workplace status than those with low self-control. (shrink)