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.

The Village Project is designed to help archaeologists understand the factors influencing settlement patterns of small-scale agrarian peoples. Although such societies are becoming increasingly rare, they represent the norm throughout most of the Neolithic period the world over.

We build a stylized model of a network of business angel investors and start-up entrepreneurs. Decisions are based on trust as a decision making tool under true uncertainty.

This model simulates the emergence of a dual market structure from firm-level interaction. Firms are profit-seeking, and demand is represented by a unimodal distribution of consumers along a set of taste positions.

In recent years we have seen multiple incidents with a large number of people injured and killed by one or more armed attackers. Since this type of violence is difficult to predict, detecting threats as early as possible allows to generate early warnings and reduce response time. In this context, any tool to check and compare different action protocols can be a further step in the direction of saving lives. Our proposal combines features from continuous and discrete models to obtain the best of both worlds in order to simulate large and crowded spaces where complex behavior individuals interact. With this proposal we aim to provide a tool for testing different security protocols under several emergency scenarios, where spaces, hazards, and population can be customized. Finally, we use a proof of concept implementation of this model to test specific security protocols under emergency situations for real spaces. Specifically, we test how providing some users of a university college with an app that informs about the type and characteristics of the ongoing hazard, affects in the safety performance.

The purpose of the Digital Mobility Model (DMM) is to explore how a society’s adoption of digital technologies can impact people’s mobilities and immobilities within an urban environment. Thus, the model contains dynamic agents with different levels of digital technology skills, which can affect their ability to access urban services using digital systems (e.g., healthcare or municipal public administration with online appointment systems). In addition, the dynamic agents move within the model and interact with static agents (i.e., places) that represent locations with different levels of digitalization, such as restaurants with online reservation systems that can be considered as a place with a high level of digitalization. This indicates that places with a higher level of digitalization are more digitally accessible and easier to reach by individuals with higher levels of digital skills. The model simulates the interaction between dynamic agents and static agents (i.e., places), which captures how the gap between an individual’s digital skills and a place’s digitalization level can lead to the mobility or immobility of people to access different locations and services.

This model test the efficiency of the market economy in comparison with a hunter/gatherer economy. It also compares the model outcomes between a market economy when using eternal agents with one using mortal agents.

This is a NetLogo 7.0.1 agent-based model of interdependent team productivity under O-ring production logic. The model asks when collective problem-solving capacity (CPS) improves team output and when its effect is constrained by trust, burnout, specialization diversity, weak-link quality, and team-formation rules. Agents are heterogeneous in skill, CPS, trust, burnout, effort, learning rate, openness, specialization, adaptability, and aspiration. Each tick forms temporary teams, computes individual contribution quality, combines contributions through a geometric O-ring production function with an explicit weakest-link term, records output and success, and updates agents through feedback, learning, trust change, burnout, recovery, and turnover. The paper follows the ODD protocol, reports exact implementation equations, and analyzes six BehaviorSpace experiments with 50 stochastic repetitions per condition. Scenario results show that CPS is beneficial but not sufficient: productivity is highest when CPS is combined with trust, low burnout, effective coordination, and a reliable weakest-link floor. Diversity yields only modest gains at low CPS but larger gains when CPS is high. Formation-mode results are especially informative because mixed CPS-skill formation maximizes total output, whereas random formation has the highest binary success rate, showing that output magnitude and threshold success can diverge. The study contributes a transparent computational mechanism linking collective intelligence with O-ring production and identifies boundary conditions under which high-CPS teams can still be limited by weak links and interdependence.

Why do career outcomes in organizations follow highly skewed distributions when the individual traits presumed to drive success — competence, effort, and social skill — are approximately normally distributed in the population? This agent-based model investigates the relative contributions of individual attributes versus random events (“luck”) to career outcomes in hierarchically structured organizations.

The model places 500 agents in a five-level pyramid-shaped organization over 80 six-month evaluation periods (40 simulated years). Each agent is characterized by four attributes drawn from normal distributions at initialization: competence, effort, social skill, and adaptability. In each period, agents may encounter stochastic career events (good or bad projects, supportive or poor managers, market booms or busts), which modify their performance and visibility scores. Promotion decisions are made competitively when vacancies arise at higher levels, using a weighted combination of recent performance, accumulated visibility, network position, and tenure. Social connections form and decay through a proximity-based model influenced by agents’ social skills.

The model extends the talent-versus-luck framework of Pluchino et al. (2018) in four substantive directions: (1) it embeds agents in a hierarchical organization with finite positions at each level, making promotion a zero-sum competition rather than an abstract encounter with random events; (2) it represents individual differences along four independent attribute dimensions rather than a single talent score; (3) it incorporates dynamic social network formation that mediates access to career-relevant opportunities; and (4) it implements the Peter Principle mechanism through which promoted agents must acquire competence appropriate to their new role.

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This is model that explores how a few farmers in a Chinese village, where all farmers are smallholders originally, reach optimal farming scale by transferring in farmland from other farmers in the context of urbanization and aging.