The model is an extension of: Carley K. (1991) “A theory of group stability”, American Sociological Review, vol. 56, pp. 331-354.

The original model from Carley (1991) works as follows:
- Agents know or ignore a series of knowledge facts;
- At each time step, each agent i choose a partner j to interact with at random, with a probability of choice proportional to the degree of knowledge facts they have in common.
- Agents interact synchronously. As such, interaction happens only if the partnert j is not already busy interacting with someone else.
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The purpose of the model is to provide an analogy for how the Schwartz values may influence the aggregated economic performance, as measured by: public goods provision, private goods provision and leisure time.

The present model is an abstract ABM designed for theoretical exploration and hypotheses generation. Its main aim is to explore the relationship between disagreement over the diagnostic value of evidence and the formation of polarization in scientific communities.
The model represents a scientific community in which scientists aim to determine whether hypothesis H is true, and we assume that agents are in a world in which H is indeed true. To this end, scientists perform experiments, interpret data and exchange their views on how diagnostic of H the obtained evidence is. Based on how the scientists conduct the inquiry, the community may reach a correct consensus (i.e. a situation in which every scientist agrees that H is correct) or not.

SimAdapt: An individual-based genetic model for simulating landscape management impacts on populations

This model aims to simulate Competition and Displacement of Online Interpersonal Communication Platforms process from a bottom-up angle. Individual interpersonal communication platform adoption and abandonment serve as the micro-foundation of the simulation model. The evolution mode of platform user online communication network determines how present platform users adjust their communication relationships as well as how new users join that network. This evolution mode together with innovations proposed by individual interpersonal communication platforms would also have impacts on the platform competition and displacement process and result by influencing individual platform adoption and abandonment behaviors. Three scenes were designed to simulate some common competition situations occurred in the past and current time, that two homogeneous interpersonal communication platforms competed with each other when this kind of platforms first came into the public eye, that a late entrant platform with a major innovation competed with the leading incumbent platform during the following days, as well as that both the leading incumbent and the late entrant continued to propose many small innovations to compete in recent days, respectively.
Initial parameters are as follows: n(Nmax in the paper), denotes the final node number of the online communication network node. mi (m in the paper), denotes the initial degree of those initial network nodes and new added nodes. pc(Pc in the paper), denotes the proportion of links to be removed and added in each epoch. pst(Pv in the paper), denotes the proportion of nodes with a viscosity to some platforms. comeintime(Ti in the paper), denotes the epoch when Platform 2 joins the market. pit(Pi in the paper), denotes the proportion of nodes adopting Platform 2 immediately at epoch comeintime(Ti). ct(Ct in the paper), denotes the Innovation Effective Period length. In Scene 2, There is only one major platform proposed by Platform 2, and ct describes that length. However, in Scene 3, Platform 2 and 1 will propose innovations alternately. And so, we set ct=10000 in simulation program, and every jtt epochs, we alter the innovation proposer from one platform to the other. Hence in this scene, jtt actually denotes the Innovation Effective Period length instead of ct.

CREativity from a SYstems perspective, Model II.

An empirical ABM of smallholder decisions in times of drought stress.

This structured population model is built to address how migration (or intergroup cultural transmission), copying error, and time-averaging affect regional variation in a single selectively neutral discrete cultural trait under different mechanisms of cultural transmission. The model allows one to quantify cultural differentiation between groups within a structured population (at equilibrium) as well as between regional assemblages of time-averaged archaeological material at two different temporal scales (1,000 and 10,000 ticks). The archaeological assemblages begin to accumulate only after a “burn-in” period of 10,000 ticks. The model includes two different representations of copying error: the infinite variants model of copying error and the finite model of copying error. The model also allows the user to set the variant ceiling value for the trait in the case of the finite model of copying error.

This model represents technological and ecological behaviors of mobile hunter-gatherers, in a variable environment, as they produce, use, and discard chipped stone artifacts. The results can be analyzed and compared with archaeological sites.

Previous research on organizations often focuses on either the individual, team, or organizational level. There is a lack of multidimensional research on emergent phenomena and interactions between the mechanisms at different levels. This paper takes a multifaceted perspective on individual learning and autonomous group formation and turnover. To analyze interactions between the two levels, we introduce an agent-based model that captures an organization with a population of heterogeneous agents who learn and are limited in their rationality. To solve a task, agents form a group that can be adapted from time to time. We explore organizations that promote learning and group turnover either simultaneously or sequentially and analyze the interactions between the activities and the effects on performance. We observe underproportional interactions when tasks are interdependent and show that pushing learning and group turnover too far might backfire and decrease performance significantly.