Artificial Anasazi is an agent-based model of farming households in the Long House Valley, Arizona, from 800 to 1350 CE. Each household chooses where to farm and settle based on expected harvest, water sources and stored maize, and simulated household counts are compared with the archaeological record.

This release adapts the NetLogo Models Library version (Stonedahl & Wilensky 2010) of Janssen’s (2009) NetLogo replication of the original Ascape model (Dean et al. 2000; Axtell et al. 2002). It contains four configurations in one NetLogo 7.0.4 file, selected with two switches:

• Both switches off: the baseline, which is the Models Library model with small fixes that make it work as intended (the arable-uplands zone name, the setup base yield, the initial household count, one-tick-lag capacity reporting, and seed control with observation-only instruments).
• soil-on?: dynamic soil quality that depletes under cultivation and regrows, following Janssen (2010, eq. 4).
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The Axelrod’s model of cultural dissemination is an agent-model designed to investigate the dissemination of culture among interacting agents on a society.

CoDMER v. 2.0 was parameterized with ethnographic data from organizations dealing with prescribed fire and seeding native plants, to advance theory on how collective decisions emerge in ecological restoration.

Reconstruction of the original code M. Cohen, J. March, and J. Olsen garbage can model, realized by means of Microsoft Office Excel 2010

This is a social trust model for investigating the social relationships and social networks in the real world and in social media.

This is an extended replication of Abelson’s and Bernstein’s early computer simulation model of community referendum controversies which was originally published in 1963 and often cited, but seldom analysed in detail. This replication is in NetLogo 6.3.0, accompanied with an ODD+D protocol and class and sequence diagrams.

This replication replaces the original scales for attitude position and interest in the referendum issue which were distributed between 0 and 1 with values that are initialised according to a normal distribution with mean 0 and variance 1 to make simulation results easier compatible with scales derived from empirical data collected in surveys such as the European Value Study which often are derived via factor analysis or principal component analysis from the answers to sets of questions.

Another difference is that this model is not only run for Abelson’s and Bernstein’s ten week referendum campaign but for an arbitrary time in order that one can find out whether the distributions of attitude position and interest in the (still one-dimensional) issue stabilise in the long run.

A road freight transport (RFT) operation involves the participation of several types of companies in its execution. The TRANSOPE model simulates the subcontracting process between 3 types of companies: Freight Forwarders (FF), Transport Companies (TC) and self-employed carriers (CA). These companies (agents) form transport outsourcing chains (TOCs) by making decisions based on supplier selection criteria and transaction acceptance criteria. Through their participation in TOCs, companies are able to learn and exchange information, so that knowledge becomes another important factor in new collaborations. The model can replicate multiple subcontracting situations at a local and regional geographic level.
The succession of n operations over d days provides two types of results: 1) Social Complex Networks, and 2) Spatial knowledge accumulation environments. The combination of these results is used to identify the emergence of new logistics clusters. The types of actors involved as well as the variables and parameters used have their justification in a survey of transport experts and in the existing literature on the subject.
As a result of a preferential selection process, the distribution of activity among agents shows to be highly uneven. The cumulative network resulting from the self-organisation of the system suggests a structure similar to scale-free networks (Albert & Barabási, 2001). In this sense, new agents join the network according to the needs of the market. Similarly, the network of preferential relationships persists over time. Here, knowledge transfer plays a key role in the assignment of central connector roles, whose participation in the outsourcing network is even more decisive in situations of scarcity of transport contracts.

The Groundwater Commons Game synthesises and extends existing work on human cooperation and collective action, to elucidate possible determinants and pathways to regulatory compliance in groundwater systems globally.

This model, realized on the NetLogo platform, compares utility levels at home and abroad to simulate agents’ migration and their eventual return. Our model is based on two fundamental individual features, i.e. risk aversion and initial expectation, which characterize the dynamics of different agents according to the evolution of their social contacts.

Prior to COVID-19, female academics accounted for 45% of assistant professors, 37% of associate professors, and 21% of full professors in business schools (Morgan et al., 2021). The pandemic arguably widened this gender gap, but little systemic data exists to quantify it. Our study set out to answer two questions: (1) How much will the COVID-19 pandemic have impacted the gender gap in U.S. business school tenured and tenure-track faculty? and (2) How much will institutional policies designed to help faculty members during the pandemic have affected this gender gap? We used agent-based modeling coupled with archival data to develop a simulation of the tenure process in business schools in the U.S. and tested how institutional interventions would affect this gender gap. Our simulations demonstrated that the gender gap in U.S. business schools was on track to close but would need further interventions to reach equality (50% females). In the long-term picture, COVID-19 had a small impact on the gender gap, as did dependent care assistance and tenure extensions (unless only women received tenure extensions). Changing performance evaluation methods to better value teaching and service activities and increasing the proportion of female new hires would help close the gender gap faster.