The growing uses of algorithm-based decision-making in human resources management have drawn considerable attention from different stakeholders. While prior literature mainly focused on stakeholders directly related to HR decisions (e.g., employees), this paper pertained to a third-party observer perspective and investigated how consumers would respond to companies’ adoption of algorithm-based HR decision-making. Through five experimental studies, we showed that the adoption of algorithm-based (vs. human-based) HR decision-making could induce consumers’ unfavorable ethicality inferences of the company (study 1); because implementing a (...) calculative and data-driven approach (i.e. algorithm-based) to make employee-related decisions violates the deontological principles of respectful employee treatment (study 2). However, this effect was attenuated when consumers had high (vs. low) power distance beliefs (study 3); the algorithm served as assistance (vs. replacement) for human decisions (study 4); or the adoption was framed as employee-oriented (vs. company-oriented) motivated (study 5). Our findings suggested that consumers are aversive to algorithm-based HR decision-making because it is deontologically problematic regardless of its decision quality (i.e. accuracy). This paper contributes to the extant understanding of stakeholders’ responses to algorithm-based HR decision-making and consumers’ attitudes toward algorithm users. (shrink)

Business simulation games (BSGs) have been widely used in entrepreneurship education with positive effects. However, there are still some deficiencies in the BSGs, such as limited guidance, low uncertainty and limited simulation environment, which make it impossible to exert the maximum effect. Artificial intelligence (AI) can solve the above shortcomings. The combination of AI and BSGs is the possible development direction of BSGs. But how to effectively combine BSGs with AI is still an open question. Using a quasi-experimental design, this (...) study uses fuzzy-set qualitative comparative analysis to analyze how participants’ entrepreneurial attitude changes in BSGs. The results show that BSGs can effectively improve entrepreneurial attitude, and there are four types of promotion configurations. These four configurations consist of five antecedent conditions. According to the above conclusions, AI can improve entrepreneurial attitude in BSGs in various ways, such as simulating competitors, providing targeted feedback for failures, and improving game experience. The contribution of this paper is to highlight the possibility of combining AI with BSGs, and to provide suggestions on how AI can intervene in BSGs. (shrink)

本书以中西马克思主义美学中影响最大的两个流派 —— 德国法兰克福学派与中国实践美学学派为研究个案, 探讨了现代性美学话语的基本内涵, 揭示了实践美学现代性批判的主要内容.

Let M be an MV-algebra and ΩM be the set of all σ -valuations from M into the MV-unit interval. This paper focuses on the characterization of MV-algebras using σ -valuations of MV-algebras and proves that a σ -complete MV-algebra is σ -regular, which means that a ≤ b if and only if v ≤ v for any v ∈ ΩM. Then one can introduce in a natural way a fuzzy topology δ on ΩM. The representation theorem forMV-algebras is established (...) by means of fuzzy topology. Some properties of fuzzy topology δ and its cut topology U are investigated. (shrink)

Let M be an MV-algebra and ΩM be the set of all σ -valuations from M into the MV-unit interval. This paper focuses on the characterization of MV-algebras using σ -valuations of MV-algebras and proves that a σ -complete MV-algebra is σ -regular, which means that a ≤ b if and only if v ≤ v for any v ∈ ΩM. Then one can introduce in a natural way a fuzzy topology δ on ΩM. The representation theorem forMV-algebras is established (...) by means of fuzzy topology. Some properties of fuzzy topology δ and its cut topology U are investigated. (shrink)