Biblio

In view of the characteristics that rolling bearing is prone to failure under actual working conditions, and it is difficult to classify the fault category and fault degree, the deep belief network is introduced to diagnose the rolling bearing fault. Firstly, principal component analysis is used to reduce the dimension of original input data and delete redundant input information. Then, the dimension reduced data are input into the deep belief network to extract the low dimensional fault feature representation, and the extracted features are input into the classifier for rolling bearing fault pattern recognition. Finally, the diagnosis effect of the proposed network is compared with the existing common shallow neural network. The simulation experiment is carried out through the bearing data in the United States.

Customer Relationship Management (CRM), Supply Chain Management (SCM), banking, and e-commerce are just a few of the internet-primarily based commercial enterprise programmes that make use of distributed computing generation. These programmes are the principal target of large-scale attacks known as DDoS attacks, which cause the denial of service (DoS) of resources to legitimate customers. Servers that provide dependable services to real consumers in distributed environments are vulnerable to such attacks, which send phoney requests that appear legitimate. Flash crowd, on the other hand, is a massive collection of traffic generated by flash events that imitate Distributed Denial of Service assaults. Detecting and distinguishing between Distributed Denial of Service assaults and flash crowds is a difficult problem to tackle, as is preventing DDoS attacks. Existing solutions are generally intended for DDoS attacks or flash crowds, and more research is required to have a thorough understanding. This study presents a technique for distinguishing between different types of Distributed Denial of Service attacks and Flash Crowds. This research work has suggested an approach to prevent DDOS attacks in addition to detecting and discriminating. The performance of the suggested technique is validated using NS-2 simulations.

Model predictive control (MPC) has become one of the most attractive control techniques due to its outstanding dynamic performance for motor drives. Besides, MPC with constant switching frequency (CSF-MPC) maintains the advantages of MPC as well as constant frequency but the selection of weighting factors in the cost function is difficult for CSF-MPC. Fortunately, the application of artificial neural networks (ANN) can accelerate the selection without any additional computation burden. Therefore, this paper designs a specific artificial neural network optimized by genetic algorithm (GA-ANN) to select the optimal weighting factors of CSF-MPC for permanent magnet synchronous motor (PMSM) drives fed by three-level T-type inverter. The key performance metrics like THD and switching frequencies error (ferr) are extracted from simulation and this data are utilized to train and evaluate GA-ANN. The trained GA-ANN model can automatically and precisely select the optimal weighting factors for minimizing THD and ferr under different working conditions of PMSM. Furthermore, the experimental results demonstrate the validation of GA-ANN and robustness of optimal weighting factors under different torque loads. Accordingly, any arbitrary user-defined working conditions which combine THD and ferr can be defined and the optimum weighting factors can be fast and explicitly determined via the trained GA-ANN model.

Traditional security practices focus on negative incentives that attempt to force compliance through constraints, monitoring, and punishment. This paper describes a missing dimension of most organizations' insider threat defense-one that explicitly considers positive incentives for attracting individuals to act in the interests of the organization. Positive incentives focus on properties of the organizational context of workforce management practices - including those relating to organizational supportiveness, coworker connectedness, and job engagement. Without due attention to the organizational context in which insider threats occur, insider misbehaviors may simply reoccur as a natural response to counterproductive or dysfunctional management practices. A balanced combination of positive and negative incentives can improve employees' relationships with the organization and provide a means for employees to better cope with personal and professional stressors. An insider threat program that balances organizational incentives can become an advocate for the workforce and a means for improving employee work life - a welcome message to employees who feel threatened by programs focused on discovering insider wrongdoing.