Subjects: Psychology >> Social Psychology submitted time 2023-12-25
Abstract： Trust is the basis of successful human-robot interaction. However, humans do not always hold the appropriate level of trust in human-robot interaction, sometimes they may also fall into pitfalls: the trust bias, which contains both over-trust and under-trust. Trust bias can harm the human-robot interaction and so trust calibration is necessary. Trust calibration is often achieved through two ways: trust dampening and trust promoting. Trust dampening focuses on how to reduce the high level of trust in robots, while trust promoting focuses on how to improve the low level of trust in robots. For future directions, we suggest further optimize the measurement of methods. Besides, we also need to clarify the cognitive process and explore more boundary conditions. Finally, in order to boost human-robot collaboration, researchers are encouraged to explore personalized and specialized trust calibration strategies based on individual differences and further clarify the various reasons why trust bias occurs.
Subjects: Other Disciplines >> Synthetic discipline submitted time 2017-03-08 Cooperative journals: 《中国科学院院刊》
Abstract：自1978年改革开放以来，中国社会正在经历一场历史上前所未有的伟大实践。持续出现且继续深化的各种新社会生活形式，如虚拟空间与信息交流的广泛渗透和升级，社会流动与文化观念的不断加速和变迁，劳动分工与工作方式的日益精细和专业化，人际交往与心理体验的普遍拓展和功利化等，倒逼着人们比其他任何历史生活年代都更为迫切地诉求在社会实践和社会互动中营造普遍的信任环境，实现有效的合作。为实现富强民主、文明诚信的社会理想和社会主义核心价值观，中国社会治理进程将会面临信任的三大变迁，即：从内群信任转向外群信任的群际信任变迁，从人际信任转向制度信任的抽象信任变迁，从低信任社会转向高信任社会的社会信任变迁。
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Academics have different opinions regarding the sex difference in trust level. One group of researchers holds the view of sex differences in trust levels, where risk preference theory supports the view that men have a higher level of trust, and the advantages over the women in the prosocial field provide support for women to have a higher level of trust. However, another group of scholars believe that there is no sex difference in trust level, which is based on the gender similarities hypothesis. Although the views of the two groups and their theoretical foundations have been supported to a certain extent; however, they need to be comprehensively analyzed and clarified about their rationality from the perspectives of research paradigms and cultural differences between the East and the West. Future research use trust measurement methods need to be more rationally, then clarify the sex characteristics of trust in the dynamic process of change, and deepen the research on the neurophysiological mechanism of the trust difference between the sexes, thus fundamentally better reveal the issue of sex differences in trust levels.
Subjects: Psychology >> Social Psychology submitted time 2021-08-08
Abstract： Academics have different opinions regarding the sex difference in trust level. One group of researchers holds the view of sex differences in trust levels, where risk preference theory supports the view that men have a higher level of trust, and the advantages over the women in the prosocial field provide support for women to have a higher level of trust. However, another group of scholars believe that there is no sex difference in trust level, which is based on the gender similarities hypothesis. Although the views of the two groups and their theoretical foundations have been supported to a certain extent; however, they need to be comprehensively analyzed and clarified about their rationality from the perspectives of research paradigms and cultural differences between the East and the West. Future research use trust measurement methods need to be more rationally, then clarify the sex characteristics of trust in the dynamic process of change, and deepen the research on the neurophysiological mechanism of the trust difference between the sexes, thus fundamentally better reveal the issue of sex differences in trust levels.
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Social Psychology submitted time 2019-08-14
Abstract： In order to compile the Chinese Doctor-Patient Trust Scales, after a series of analysis of pre-tested, such as items analysis, exploratory factor analysis and confirmatory factor analysis, 9 items of the Patients’ Presupposed Trust Subscale, 13 items of the Patients’ Realistic Trust Subscale and 8 items of the Physicians’ Trust Scale were established. And in this way, a preliminary test was conducted on 2658 patients and 1229 doctors in a convenience sampling manner nationwide. The results of both tests show that the Patients’ Trust Scale can only be used as a single-dimensional total scale, while the Physicians’ Trust Scale can be divided into two dimensions: “relationship perception” and “defense mentality”. The internal consistency coefficients of the Patients’ Presupposed Trust Subscale, the Patients’ Realistic Trust Subscale, and the Physicians’ Trust Scale are 0.71, 0.85, and 0.63 respectively. The parameters of the criterion validity and confirmatory factor analysis are all within the acceptable range. The validity of the expert evaluation of the test is adequate. The Patients’ Presupposed Trust Subscale can be used to understand the general trust level of the patients to the doctor community from the intergroup level. The Patients’ Realistic Trust Subscale can be used to understand the patients’ special trust level to the specific doctor from the interpersonal level; The Physicians’ Trust Scale can be used to assess the trust of the physician in the individual patient they are receiving. The combination of the three can be used to assess the trust matching between doctors and patients. "
Peer Review Status:Awaiting Review
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： A meta-analysis was conducted to explore the effect of lateral trust, vertical trust, and system trust within organizations on creativity. Eighty-five relevant studies were taken into research, with a total of 99 independent effect sizes. Among them, there were 41 independent samples about the relationship between lateral trust and creativity, 34 independent samples about the relationship between vertical trust and creativity and 24 independent samples about the relationship between system trust and creativity. Meta-analysis results revealed a significant positive relationship between lateral trust (r = 0.50), vertical trust (r = 0.38), system trust (r = 0.48) and creativity. The relationship between lateral trust, vertical trust, system trust and creativity were moderated by the tools and surveys employed to investigate trust. Whilst, moderating effect of cultural background and knowledge were not significant.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Automated driving (AD) is one of the key directions in the intelligent vehicles field. Before full automated driving, we are at the stage of human-machine cooperative driving: Drivers share the driving control with the automated vehicles. Trust in automated vehicles plays a pivotal role in traffic safety and the efficiency of human-machine collaboration. It is vital for drivers to keep an appropriate trust level to avoid accidents. We proposed a dynamic trust framework to elaborate the development of trust and the underlying factors affecting trust. The dynamic trust framework divides the development of trust into four stages: dispositional, initial, ongoing, and post-task trust. Based on the operator characteristics (human), system characteristics (automated driving system), and situation characteristics (environment), the framework identifies potential key factors at each stage and the relation between them. According to the framework, trust calibration can be improved from three approaches: trust monitoring, driver training, and optimizing HMI design. Future research should pay attention to the following four perspectives: the influence of driver and HMI characteristics on trust, the real-time measurement and functional specificity of trust, the mutual trust mechanism between drivers and AD systems, and ways in improving the external validity of trust studies.
Subjects: Psychology >> Industrial Psychology submitted time 2021-06-08
Abstract： Automated driving (AD) is one of the key directions in the intelligent vehicles field. Before full automated driving, we are at the stage of human-machine cooperative driving: Drivers share the driving control with the automated vehicles. Trust in automated vehicles plays a pivotal role in traffic safety and the efficiency of human-machine collaboration. It is vital for drivers to keep an appropriate trust level to avoid accidents. We proposed a dynamic trust framework to elaborate the development of trust and the underlying factors affecting trust. The dynamic trust framework divides the development of trust into four stages: dispositional, initial, ongoing, and post-task trust. Based on the operator characteristics (human), system characteristics (automated driving system), and situation characteristics (environment), the framework identifies potential key factors at each stage and the relation between them. According to the framework, trust calibration can be improved from three approaches: trust monitoring, driver training, and optimizing HMI design. Future research should pay attention to the following four perspectives: the influence of driver and HMI characteristics on trust, the real-time measurement and functional specificity of trust, the mutual trust mechanism between drivers and AD systems, and ways in improving the external validity of trust studies. " " " "
Peer Review Status:Awaiting Review
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Trust games were widely used as a classic paradigm of trust measurement. However, the accuracy of the results of the trust game had been questioned by scholars in the field all the time, making precise trust measurement an important topic for exploration. The controversy mainly includes the following two aspects. On the one hand, the appropriateness of the trust game paradigm has yet to be verified. The controversy over paradigm changes further reveals that social preferences and risk preferences might have an impact on the level of investment trust, thereby reducing the internal validity of the trust game. On the other hand, the correlation between the level of the investment trust in trust games and the trust measured by the survey is very low, which can be explained by differences in attitudes and behaviours, differences in measurement types, and the limitations of trust measured by the survey and trust game. Although trust game face with some controversy, in general, it is still a suitable method for trust measuring. Future research should focus on the following points: Verifying the scientificity of the changes in the paradigm of trust game; Clarifying the low correlation between trust game and trust measured by survey; Expanding the measurement dimensions of trust game; Improving the ecological validity of trust game.
Subjects: Psychology >> Social Psychology submitted time 2020-08-29
Abstract： "
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Trust is a crucial part of interpersonal relationships within work environments. Previous research has revealed that feeling trusted, or “the perception that another party is willing to accept vulnerability to one’s actions,” by one’s supervisor benefits both subordinates and organizations in various ways such as enhancing organization-based self-esteem and improving individual and organizational performance. While extant research has provided insightful knowledge to help us understand the beneficial effects of feeling trusted, we know little about its potential drawbacks. We suggest that scholars may have overstated the benefits of feeling trusted and overlooked its potential costs. Thus, several important questions are arisen: When dose feeling trusted induce employees subsequent counterproductive work behavior (CWB), and Why? Drawing upon self-evaluation theory and trust literature, we propose that feeling trusted by their supervisors may promote employees’ psychological entitlement, which leads to subsequent CWB. Furthermore, we consider the perceived rarity of trust as a boundary condition and suggest that when employees perceive the rarity of trust is high, feeling trusted is more likely to make them feel psychologically entitled, thus leading to CWB. To test our theoretical model, we conducted three studies, including two experiments (i.e., Study 1 and 2) and one multi-wave, multi-source field study (i.e., Study 3) among diverse samples. In Study 1, we invited 115 full-time employees through the alumni networks of several large universities in China to participate our experiment. Participants were randomly assigned to one of two experimental conditions: the feeling trusted condition (n = 58) versus the control condition (n = 57). Feeling trusted was manipulated by the critical incident technique. Each participant was required to recall and describe a recent interaction with their supervisor. Next, participants completed an ostensibly unrelated task (filler task) and reported psychological entitlement, manipulation check, and demographics. In Study 2, we recruited 145 full-time working adults as participants from the United States using Amazon’s Mechanical Turk. Participants first reported the perceived rarity of trust in their organizations. Then, they were randomly assigned to one of two experimental conditions (the feeling trusted condition [n = 73] versus the control condition [n = 72]) and were subjected to the same manipulation and questionnaire as those defined in Study 1. In Study 3, we employed a multi-wave, multi-source design to test our full model in a field setting using a Chinese employee sample. At Time 1, the employees reported feeling trusted, perceived rarity of trust, psychological entitlement, and demographics. Approximately one week later (Time 2), their supervisors were invited to rate subordinates’ CWB. The final sample included 187 employees from 60 workgroups. The results of the studies revealed that feeling trusted positively influenced subordinates’ psychological entitlement, which in turn enhanced their subsequent CWB. Subordinates perceived rarity of trust moderated the effect of feeling trusted on psychological entitlement. Furthermore, subordinates perceived rarity of trust moderated the indirect effect of feeling trusted on CWB. That is, the positive indirect effect of feeling trusted on CWB via subordinates’ psychological entitlement was significant and positive when perceived rarity of trust was high and did not exist when perceived rarity of trust was low. This research makes several important contributions. First, we challenge the consensus regarding the universally positive effects of trust by suggesting that feeling trusted may have the potential to induce subordinates CWB. In doing so, this research provides a more dialectical perspective in understanding the effects of feeling trusted. Second, not only do we examine the potentially negative effects of feeling trusted, but we also examine when and why this effect unfolds. By exploring the dynamics of feeling trusted, we answer Bare et al.’s call for more research on feeling trusted. Finally, this research contributes to CWB literature by identifying an important but neglected antecedent of CWB in the workplace. We suggested that beyond leaders’ negative behaviors (e.g., abuse and injustice), their positive behaviors (i.e., expressed trust) may lead to subordinates’ CWB.
Subjects: Psychology >> Management Psychology submitted time 2019-09-29
Abstract： Trust is a crucial part of interpersonal relationships within work environments. Previous research has revealed that feeling trusted, or “the perception that another party is willing to accept vulnerability to one’s actions,” by one’s supervisor benefits both subordinates and organizations in various ways such as enhancing organization-based self-esteem and improving individual and organizational performance. While extant research has provided insightful knowledge to help us understand the beneficial effects of feeling trusted, we know little about its potential drawbacks. We suggest that scholars may have overstated the benefits of feeling trusted and overlooked its potential costs. Thus, several important questions are arisen: When dose feeling trusted induce employees subsequent counterproductive work behavior (CWB), and Why? Drawing upon self-evaluation theory and trust literature, we propose that feeling trusted by their supervisors may promote employees’ psychological entitlement, which leads to subsequent CWB. Furthermore, we consider the perceived rarity of trust as a boundary condition and suggest that when employees perceive the rarity of trust is high, feeling trusted is more likely to make them feel psychologically entitled, thus leading to CWB. To test our theoretical model, we conducted three studies, including two experiments (i.e., Study 1 and 2) and one multi-wave, multi-source field study (i.e., Study 3) among diverse samples. In Study 1, we invited 115 full-time employees through the alumni networks of several large universities in China to participate our experiment. Participants were randomly assigned to one of two experimental conditions: the feeling trusted condition (n = 58) versus the control condition (n = 57). Feeling trusted was manipulated by the critical incident technique. Each participant was required to recall and describe a recent interaction with their supervisor. Next, participants completed an ostensibly unrelated task (filler task) and reported psychological entitlement, manipulation check, and demographics. In Study 2, we recruited 145 full-time working adults as participants from the United States using Amazon’s Mechanical Turk. Participants first reported the perceived rarity of trust in their organizations. Then, they were randomly assigned to one of two experimental conditions (the feeling trusted condition [n = 73] versus the control condition [n = 72]) and were subjected to the same manipulation and questionnaire as those defined in Study 1. In Study 3, we employed a multi-wave, multi-source design to test our full model in a field setting using a Chinese employee sample. At Time 1, the employees reported feeling trusted, perceived rarity of trust, psychological entitlement, and demographics. Approximately one week later (Time 2), their supervisors were invited to rate subordinates’ CWB. The final sample included 187 employees from 60 workgroups. The results of the studies revealed that feeling trusted positively influenced subordinates’ psychological entitlement, which in turn enhanced their subsequent CWB. Subordinates perceived rarity of trust moderated the effect of feeling trusted on psychological entitlement. Furthermore, subordinates perceived rarity of trust moderated the indirect effect of feeling trusted on CWB. That is, the positive indirect effect of feeling trusted on CWB via subordinates’ psychological entitlement was significant and positive when perceived rarity of trust was high and did not exist when perceived rarity of trust was low. This research makes several important contributions. First, we challenge the consensus regarding the universally positive effects of trust by suggesting that feeling trusted may have the potential to induce subordinates CWB. In doing so, this research provides a more dialectical perspective in understanding the effects of feeling trusted. Second, not only do we examine the potentially negative effects of feeling trusted, but we also examine when and why this effect unfolds. By exploring the dynamics of feeling trusted, we answer Bare et al.’s call for more research on feeling trusted. Finally, this research contributes to CWB literature by identifying an important but neglected antecedent of CWB in the workplace. We suggested that beyond leaders’ negative behaviors (e.g., abuse and injustice), their positive behaviors (i.e., expressed trust) may lead to subordinates’ CWB. "
Subjects: Psychology >> Applied Psychology submitted time 2024-08-02
Abstract： With the development of technology, artificial general intelligence has begun to take shape, ushering in a new era for human-machine interaction and relationships. The trust between humans and artificial intelligence (AI) are on the brink of a transformative shift from unidirectional trust, where people trust AI, to a state of mutual trust between humans and AI. This study, based on a review of the interpersonal trust model in social psychology and the human-machine trust model in engineering psychology, proposes a dynamic mutual trust model for human-AI relationships from the perspective of interpersonal trust. The model regards humans and AI as equal contributors to trust-building, highlighting the “mutual trust” in the relational dimension and the “dynamics” in the temporal dimension of trust between humans and AI. It constructs a fundamental framework for dynamic mutual trust between humans and AI, incorporating influencing factors, result feedback, and behavior adjustment as essential components. This model pioneers the inclusion of AI’s trust towards humans and the dynamic interactive process of mutual trust, offering a new theoretical perspective for the study of trust between humans and AI. Future research should focus on understanding the establishment and maintenance of trust from AI towards humans, developing quantitative models for human-AI trust, and exploring mutual trust dynamics within multi-agent interactions.
Subjects: Psychology >> Cognitive Psychology submitted time 2024-05-08
Abstract： With the advent of the era of human-robot coexistence, robots gradually penetrate into children’s lives. Robots play an important role in children’s study and life, and effective human-robot interaction is conducive to robots to play a greater role. Trust is one of the prerequisites for effective interaction between humans and robots. Do children trust robots the same as trusting people? As the trend of robot development, how does anthropomorphism affect children’s trust in robots? This research adopted the trust game paradigm of Berg et al. (1995) and Evans et al. (2013). The trust behavior of children aged 4-6 in the economic game was investigated through two experiments. At the same time, anthropomorphic factors that may affect children’s trust in robots are investigated, including anthropomorphic appearance (anthropomorphic appearance) and anthropomorphic behavior (verbal feedback and social contingent interaction). In the first experiment, by investigating children’s trust behavior in robots NAO and JIBO (high anthropomorphism VS low anthropomorphism) in anonymous trust game, it was found that the trust of 4-year-old children in robots was significantly lower than that of 5-year-old and 6-year-old children. However, the influence of appearance anthropomorphism only appears in 6-year-old children, and the trust of children is positively correlated with the degree of appearance anthropomorphism of robots. In the second experiment, the robot was made to have anthropomorphic behavior by using WeChat video calls with people, NAO and JIBO, and the trust behavior of children to different trust objects was investigated in the anonymous trust game, and the role of anthropomorphic behavior was investigated. The results show that children’s trust can be significantly improved when the robot had anthropomorphic behavior characteristics. It can be seen that the trust of children aged 4~6 in robots is not only related to their age, but also influenced by the anthropomorphism of robots (anthropomorphism in appearance and anthropomorphism in behavior), and the degree of anthropomorphism is positively related to children’s trust behavior.
Peer Review Status:Awaiting Review
Subjects: Psychology >> Cognitive Psychology submitted time 2020-09-27
Abstract： Interpersonal trust has permeated all aspects of social exchange. It is the foundation of promoting and maintaining social corporation. Using the trust game paradigm, previous studies have investigated the theoretical models, biological bases and influential factors of interpersonal trust. In recent years, computational modeling has been increasingly applied to the research field of interpersonal trust. It enables researchers to explore the psychological mechanisms underlying interpersonal trust. Combining computational modeling with neuroimaging technology can deepen our understanding of the brain mechanisms of trust behaviors. The current application of the computational modeling to the trust game primarily aimed to answer the question of "how trust is formed”. Future researchers could further combine advanced computational modeling techniques with non-invasive brain stimulation technologies to uncover the unique process of trust formation among patients with mental disorders. By doing so, we hope to gain a better understanding about the differences in the psychological and neural mechanisms of trust formation between healthy population and patients with mental disorders. " " "
Subjects: Computer Science >> Integration Theory of Computer Science submitted time 2018-10-11 Cooperative journals: 《计算机应用研究》
Abstract： The recommendation system is an important method to deal with the problem of information overload. The existing trust network recommendation algorithm does not fully mine the user trust relationship information and affects the recommendation effect. This paper proposes a model called CETrust, which takes into account the direct trust and indirect trust among users and integrates the attribute information of the recommended project into the factorization of probability matrix. Experiments show that the recommendation accuracy of the newly proposed recommendation algorithm(H-CETrust) is higher than that of the current recommendation algorithm.
Subjects: Library Science，Information Science >> Information Science submitted time 2023-04-01 Cooperative journals: 《图书情报工作》
Abstract： [Purpose/significance] Comparing users' perceptions of data intelligence and expert knowledge from the perspective of trust will help to understand the user's current trust status and differences between these two types of typical decision-making information sources, and then provide suggestions for the further application of data intelligence and the effective integration of data intelligence and expert knowledge. [Method/process] Based on the classic two-dimensional classification of trust, namely cognitive trust and emotional trust, a measurement scale including two pairs and four potential variables was designed. A total of 342 valid samples were collected by questionnaire survey. Descriptive statistics and paired sample t-test were employed for data analysis. [Result/conclusion] The study found that users' cognitive trust in data intelligence is significantly higher than expert knowledge, while their emotional trust in data intelligence is significantly lowerthan expert knowledge.
Subjects: Psychology >> Management Psychology submitted time 2021-05-10
Abstract： In today’s knowledge economy, new technology adoption is critical for increasing the core competitiveness of companies. How to make employees trust and adopt the new technologies when facing the risks and uncertainties brought by such technologies is an important issue. Although many scholars recognize the positive role of trust in new technology adoption, it still lacks theoretical and empirical research, and in particular, in explaining the underlying mechanism. To fill in the gap, the current research aims to explore how trust in technology and trust in leadership affect employees’ decisions to adopt new technologies, identify the underlying psychological mechanism, examine the moderating effect of organizational culture; and to construct the theoretical framework of trust and employees’ new technology adoption, and finally provide practical implications for management. "
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： The extant literature suggests that employees' perception of being trusted by their supervisors is important in the workplace, as such perception can lead to many positive work-related outcomes. Although we have understood how and why feeling trusted has consequences, little is known about its development. Overlooking how feeling trusted develops may limit its effective application to managerial practices, because it is only when felt trust is successfully triggered that it could lead to the establishment of trust relationship and ultimately affect employee behavior. As a perception derived from the processing of trust-related information, employees’ feeling trusted by their supervisors may not necessarily fit the supervisors' actual trust. Therefore, to better manage employees by making them feel trusted, supervisors as the trustors, should not only take the initiative to engage in trusting behaviors, but also consider how to make employees perceive their trust accurately. Drawing on the symbolic interactionist view and social information processing theory, we develop a conceptual model about the development of employees’ feeling trusted by their supervisors. According to the model, delegation and coaching are identified as two of the critical factors that influence employees’ feeling trusted by their supervisors. The effects of delegation and coaching on feeling trusted depend on the employee’s goal orientation, on the supervisor’s trustworthiness, and on the level of team anxiety. While employees’ perception of being trusted influences their loyalty and dedication, the amount of influence exerted is conditional on the management risks faced by their supervisors. By delineating how and when supervisory trusting behavior can make employees feel trusted and accordingly influence their work behaviors, the current research makes three important contributions both theoretically and practically. First, feeling trusted is not determined by the trustor or the trustee alone, but develops through interactions between the two parties. Although previous studies have examined the influence of leadership on feeling trusted by supervisors, they have not explained it from the perspective of trust interaction. We identify delegation and coaching as two types of supervisory trusting behaviors, through which supervisors can convey symbolic trust cues. By doing so, our study, theoretically, extends the understanding about the antecedents of feeling trusted by supervisors and, practically, offers new insights into what supervisors can do to make employees feel trusted. Second, although the development of feeling trusted by supervisors relies on social information processing, few studies have explored its internal mechanism. Based on social information processing theory, our research initiates a new dialogue on the mechanisms and boundary conditions regarding the development of feeling trusted by supervisors. We do not only focus on potentially positive and negative paths regarding trust information processing but also explore how information relevance (employee goal orientations) and credibility (supervisor trustworthiness) moderate those paths. The study of employee goal orientations is conducive to identifying the target employees for whom supervisory trusting behaviors are more likely to be effective, while the study of supervisor trustworthiness further clarifies the positive or negative influence that supervisors may have in trust information delivery and processing. Practically, this study provides important guidance for supervisors to manage the target employees by facilitating their feeling trusted in an effective manner. Third, by exploring the moderating effects of two negative team-level factors (team anxiety and management risk), our study enriches the understanding about the contexts of trust interactions between supervisors and subordinates. Practically, we provide implications for how supervisors can adopt trust management strategies in an environment full of high uncertainty and challenges.
Subjects: Computer Science >> Integration Theory of Computer Science submitted time 2018-05-20 Cooperative journals: 《计算机应用研究》
Abstract： In the 5G mobile communication network virtualization scenario, how to deploy network slices safely is a prerequisite for future large-scale commercial use. Aiming at the security of 5G network slice deployment, this paper proposed a strategy for network slicing deployment based on security trust. The deployment strategy could effectively quantify and analyzed the security of VNF and network resources by proposing the concept of security trust value, and on this basis, constructed the mathematical model of network slice deployment using 0-1 integer linear programming method. The strategy used heuristic algorithm to find the minimum cost of network slice deployment. Simulation results show that the deployment strategy reduces the deployment cost and achieves better security revenue and deployment rate of return under the premise of ensuring the deployment security.
Hits
YES
Hits
Downloads
Comment