Familiarity-based collaborative team recognition in academic social networks
- Yu, Shuo, Xia, Feng, Zhang, Chen, Wei, Haoran, Keogh, Kathleen, Chen, Honglong
- Authors: Yu, Shuo , Xia, Feng , Zhang, Chen , Wei, Haoran , Keogh, Kathleen , Chen, Honglong
- Date: 2022
- Type: Text , Journal article
- Relation: IEEE Transactions on Computational Social Systems Vol. 9, no. 5 (2022), p. 1432-1445
- Full Text:
- Reviewed:
- Description: Collaborative teamwork is key to major scientific discoveries. However, the prevalence of collaboration among researchers makes team recognition increasingly challenging. Previous studies have demonstrated that people are more likely to collaborate with individuals they are familiar with. In this work, we employ the definition of familiarity and then propose faMiliarity-based cOllaborative Team recOgnition (MOTO) algorithm to recognize collaborative teams. MOTO calculates the shortest distance matrix within the global collaboration network and the local density of each node. Central team members are initially recognized based on local density. Then, MOTO recognizes the remaining team members by using the familiarity metric and shortest distance matrix. Extensive experiments have been conducted upon a large-scale dataset. The experimental results show that compared with baseline methods, MOTO can recognize the largest number of teams. The teams recognized by the MOTO possess more cohesive team structures and lower team communication costs compared with other methods. MOTO utilizes familiarity in team recognition to identify cohesive academic teams. The recognized teams are in line with real-world collaborative teamwork patterns. Based on team recognition using MOTO, the research team structure and performance are further analyzed for given time periods. The number of teams that consist of members from different institutions increases gradually. Such teams are found to perform better in comparison with those whose members are from the same institution. © 2014 IEEE.
- Authors: Yu, Shuo , Xia, Feng , Zhang, Chen , Wei, Haoran , Keogh, Kathleen , Chen, Honglong
- Date: 2022
- Type: Text , Journal article
- Relation: IEEE Transactions on Computational Social Systems Vol. 9, no. 5 (2022), p. 1432-1445
- Full Text:
- Reviewed:
- Description: Collaborative teamwork is key to major scientific discoveries. However, the prevalence of collaboration among researchers makes team recognition increasingly challenging. Previous studies have demonstrated that people are more likely to collaborate with individuals they are familiar with. In this work, we employ the definition of familiarity and then propose faMiliarity-based cOllaborative Team recOgnition (MOTO) algorithm to recognize collaborative teams. MOTO calculates the shortest distance matrix within the global collaboration network and the local density of each node. Central team members are initially recognized based on local density. Then, MOTO recognizes the remaining team members by using the familiarity metric and shortest distance matrix. Extensive experiments have been conducted upon a large-scale dataset. The experimental results show that compared with baseline methods, MOTO can recognize the largest number of teams. The teams recognized by the MOTO possess more cohesive team structures and lower team communication costs compared with other methods. MOTO utilizes familiarity in team recognition to identify cohesive academic teams. The recognized teams are in line with real-world collaborative teamwork patterns. Based on team recognition using MOTO, the research team structure and performance are further analyzed for given time periods. The number of teams that consist of members from different institutions increases gradually. Such teams are found to perform better in comparison with those whose members are from the same institution. © 2014 IEEE.
How to optimize an academic team when the outlier member is leaving?
- Yu, Shuo, Liu, Jiaying, Wei, Haoran, Xia, Feng, Tong, Hanghang
- Authors: Yu, Shuo , Liu, Jiaying , Wei, Haoran , Xia, Feng , Tong, Hanghang
- Date: 2021
- Type: Text , Journal article
- Relation: IEEE Intelligent Systems Vol. 36, no. 3 (May-Jun 2021), p. 23-30
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- Reviewed:
- Description: An academic team is a highly cohesive collaboration group of scholars, which has been recognized as an effective way to improve scientific output in terms of both quality and quantity. However, the high staff turnover brings about a series of problems that may have negative influences on team performance. To address this challenge, we first detect the tendency of the member who may potentially leave. Here, the outlierness is defined with respect to familiarity, which is quantified by using collaboration intensity. It is assumed that if a team member has a higher familiarity with scholars outside the team, then this member might probably leave the team. To minimize the influence caused by the leaving of such an outlier member, we propose an optimization solution to find a proper candidate who can replace the outlier member. Based on random walk with graph kernel, our solution involves familiarity matching, skill matching, as well as structure matching. The proposed approach proves to be effective and outperforms existing methods when applied to computer science academic teams.
- Authors: Yu, Shuo , Liu, Jiaying , Wei, Haoran , Xia, Feng , Tong, Hanghang
- Date: 2021
- Type: Text , Journal article
- Relation: IEEE Intelligent Systems Vol. 36, no. 3 (May-Jun 2021), p. 23-30
- Full Text:
- Reviewed:
- Description: An academic team is a highly cohesive collaboration group of scholars, which has been recognized as an effective way to improve scientific output in terms of both quality and quantity. However, the high staff turnover brings about a series of problems that may have negative influences on team performance. To address this challenge, we first detect the tendency of the member who may potentially leave. Here, the outlierness is defined with respect to familiarity, which is quantified by using collaboration intensity. It is assumed that if a team member has a higher familiarity with scholars outside the team, then this member might probably leave the team. To minimize the influence caused by the leaving of such an outlier member, we propose an optimization solution to find a proper candidate who can replace the outlier member. Based on random walk with graph kernel, our solution involves familiarity matching, skill matching, as well as structure matching. The proposed approach proves to be effective and outperforms existing methods when applied to computer science academic teams.
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