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Knowledge Management in Relationship Among Abusive Management, Self-Efficacy, and Corporate Performance Under Artificial Intelligence

Knowledge Management in Relationship Among Abusive Management, Self-Efficacy, and Corporate Performance Under Artificial Intelligence

Moye Li, XianFa Shang, Na Liu, Xingchen Pan, Fanshen Han
Copyright: © 2022 |Volume: 30 |Issue: 11 |Pages: 26
ISSN: 1062-7375|EISSN: 1533-7995|EISBN13: 9781668464434|DOI: 10.4018/JGIM.307067
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MLA

Li, Moye, et al. "Knowledge Management in Relationship Among Abusive Management, Self-Efficacy, and Corporate Performance Under Artificial Intelligence." JGIM vol.30, no.11 2022: pp.1-26. http://doi.org/10.4018/JGIM.307067

APA

Li, M., Shang, X., Liu, N., Pan, X., & Han, F. (2022). Knowledge Management in Relationship Among Abusive Management, Self-Efficacy, and Corporate Performance Under Artificial Intelligence. Journal of Global Information Management (JGIM), 30(11), 1-26. http://doi.org/10.4018/JGIM.307067

Chicago

Li, Moye, et al. "Knowledge Management in Relationship Among Abusive Management, Self-Efficacy, and Corporate Performance Under Artificial Intelligence," Journal of Global Information Management (JGIM) 30, no.11: 1-26. http://doi.org/10.4018/JGIM.307067

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Abstract

The purpose is to explore the application potential of HCI (Human-Computer Interaction) technology under AI (Artificial Intelligence) in enterprise performance evaluation and the influence of abusive management and self-efficacy on enterprise performance. Guided by psychological theory, employees from a listed real estate enterprise are selected, and the research themes of abusive management, self-efficacy, and employee performance are assumed. Afterward, the employee job satisfaction and performance evaluation model and system interface based on deep learning BPNN (BackPropagation Neural Network), SVM (Support Vector Machine) regression, and HCI are innovatively proposed. The results show that the HCI interface can be accessed accurately according to the employee's verbal instructions. BPNN model has reached the best performance at the iteration of 70times, and all indexes have reached the expected employee satisfaction.