The International Arab Journal of Information Technology (IAJIT)

..............................
..............................
..............................


Enterprise Employee Work Behavior Recognition Method Based on Faster Region-Convolutional Neural Network

Lu Zhang,

The original Faster Region-Convolutional Neural Network (R-CNN) model based on Convolutional Neural Network (CNN) is not effective enough to solve the challenge of identifying employee work behavior data sets. To overcome this limitation, an innovative optimization strategy is proposed in this paper. First, we replace the traditional Visual Geometry Group (VGG) network with a Residual Network (ResNet) to ensure that the features extracted from the image are more comprehensive and detailed. Then, multi-scale feature fusion technology combined with Convolutional Block Attention Module (CBAM) is used to predict the multi-layer feature layers and further strengthen the fused feature maps. This method makes the feature map contain both high-level semantic information and low-level detail information, and provides a richer feature description for small size targets. In order to further improve the accuracy of target detection, Regional of Interest (ROI) align technology is selected to replace the traditional ROI pooling method. Through these improvements, an enhanced version of Faster R-CNN algorithm is successfully constructed. In comparison experiments, the performance of the improved Faster R-CNN algorithm is evaluated against Support Vector Machine (SVM), Extreme Learning Machine (ELM), Single Shot MultiBox Detector (SSD) and the original Faster R-CNN algorithm. The results show that under the condition of similar recognition speed, the improved Faster R-CNN shows significant advantages in recall rate, accuracy rate and accuracy rate. Specifically, the processing time of the algorithm is kept within 0.40 seconds, and the accuracy and accuracy of the algorithm have reached a high level of more than 90%.

[1] Aboramadan M., “The Effect of Green HRM on Employee Green Behaviors in Higher Education: The Mediating Mechanism of Green Work Engagement,” International Journal of Organizational Analysis, vol. 30, no. 1, pp. 7-23, 2022. https://doi.org/10.1108/IJOA-05-2020- 2190

[2] Afzal C., Khan S., Baig F., and Ashraf M., “Impact of Green Human Resource Management on Environmental Performance: The Mediating Role of Green Innovation and Environmental Strategy in Pakistan,” Review of Applied Management and Social Sciences, vol. 6, no. 2, pp. 227-242, 2023. https://doi.org/10.47067/ramss.v6i2.311

[3] Akpinar M., Adak M., and Guvenc G., “SVM- based Anomaly Detection in Remote Working: Intelligent Software SmartRadar,” Applied Soft Computing, vol. 109, pp. 107457, 2021. https://doi.org/10.1016/j.asoc.2021.107457

[4] Asad M., Samad A., Khan A., and Khan A., “Green Human Resource Management Perception in the Corporate Sectors of Khyber Pakhtunkhwa, Pakistan,” Journal of Environmental Science and Economics, vol. 1, no. 4, pp. 51-60, 2022. https://doi.org/10.56556/jescae.v1i4.397

[5] Bahuguna P., Srivastava R., and Tiwari S., “Two- Decade Journey of Green Human Resource Management Research: A Bibliometric Analysis,” Benchmarking: An International Journal, vol. 30, no. 2, pp. 585-602, 2023. https://doi.org/10.1108/BIJ-10-2021-0619

[6] Bibi S., Khan A., Hayat H., Panniello U., Alam M., and Farid T., “Do Hotel Employees Really Care for Corporate Social Responsibility (CSR): A Happiness Approach to Employee Innovativeness,” Current Issues in Tourism, vol. 25, no. 4, pp. 541-558, 2022. https://doi.org/10.1080/13683500.2021.1889482

[7] Chouchane R., Fernet C., Austin S., and Zouaoui S., “Organizational Support and Intrapreneurial Behavior: On the Role of Employees’ Intrapreneurial Intention and Self-Efficacy,” Journal of Management and Organization, vol. 29, no. 2, pp. 366-382, 2023. DOI:10.1017/jmo.2021.14

[8] Elsayed A., Zhao B., Goda A., and Elsetouhi A., “The Role of Error Risk Taking and Perceived Organizational Innovation Climate in the Relationship between Perceived Psychological Safety and Innovative Work Behavior: A Moderated Mediation Model,” Frontiers in Psychology, vol. 14, pp. 1042911, 2023. DOI:10.3389/fpsyg.2023.1042911

[9] Gong Y. and Wang L., “Teacher Professional Identity, Work Engagement, and Emotion Influence: How Do they Affect Teachers’ Career Satisfaction,” International Journal of Education, Science, Technology, and Engineering, vol. 6, no. 2, pp. 80-92, 2023. https://doi.org/10.36079/lamintang.ijeste- 0602.611

[10] He P., Zheng W., Zhao H., Jiang C., and Wu T., “Citizenship Pressure and Knowledge Hiding: The Mediating Role of Citizenship Fatigue and the Moderating Role of Supervisor-Subordinate Guanxi,” Applied Psychology, vol. 73, no. 2, pp. 565-598, 2024. https://doi.org/10.1111/apps.12490

[11] Khan A., Qureshi M., Hussain K., Abbas Z., and Munawar S., “Corporate Social Responsibility Enterprise Employee Work Behavior Recognition Method Based on Faster Region-Convolutional ... 301 Promotes Organisation Citizenship and Pro- Environmental Behaviours: The Employee’s Perspective,” Organizacija, vol. 56, no. 2, pp. 106-124, 2023. https://sciendo.com/de/article/10.2478/orga- 2023-0008

[12] Li H. and Wang J., “Collaborative Annealing Power K-Means++ Clustering,” Knowledge- Based Systems, vol. 255, pp. 109593, 2022. https://doi.org/10.1016/j.knosys.2022.109593

[13] Li M., Khan H., Chughtai M., and Le T., “Innovation Onset: A Moderated Mediation Model of High-Involvement Work Practices and Employees’ Innovative Work Behavior,” Psychology Research and Behavior Management, vol. 15, pp. 471-490, 2022. DOI:10.2147/PRBM.S340326

[14] Liu W., Zhu Y., Chen S., Zhang Y., and Qin F., “Moral Decline in the Workplace: Unethical Pro- Organizational Behavior, Psychological Entitlement, and Leader Gratitude Expression,” Ethics and Behavior, vol. 32, no. 2, pp. 110-123, 2022. https://doi.org/10.1080/10508422.2021.1987909

[15] Liu X., Yu J., Guo Q., and Li J., “Employee Engagement, its Antecedents and Effects on Business Performance in Hospitality Industry: A Multilevel Analysis,” International Journal of Contemporary Hospitality Management, vol. 34, no. 12, pp. 4631-4652, 2022. https://doi.org/10.1108/IJCHM-12-2021-1512

[16] Lysova E., Tosti-Kharas J., Michaelson C., Fletcher L., Bailey C., and McGhee P., “Ethics and the Future of Meaningful Work: Introduction to the Special Issue,” Journal of Business Ethics, vol. 185, no. 4, pp. 713-723, 2023. https://link.springer.com/article/10.1007/s10551- 023-05345-9

[17] Ma H., Tang S., and Zhao C., “CEOs’ Leadership Behaviors and New Venture Team Stability: The Effects of Knowledge Hiding and Team Collectivism,” Frontiers in Psychology, vol. 13, pp. 1001277, 2022. https://doi.org/10.3389/fpsyg.2022.1001277

[18] Malibari M. and Bajaba S., “Entrepreneurial Leadership and Employees’ Innovative Behavior: A Sequential Mediation Analysis of Innovation Climate and Employees’ Intellectual Agility,” Journal of Innovation and Knowledge, vol. 7, no. 4, pp. 100255, 2022. https://doi.org/10.1016/j.jik.2022.100255

[19] Maqsoom A., Umer M., Alaloul W., Salman A., Fahim Ullah., Ashraf H., and Musarat M., “Adopting Green Behaviors in the Construction Sector: The Role of Behavioral Intention, Motivation, and Environmental Consciousness,” Buildings, vol. 13, no. 4, pp. 1-20, 2023. https://www.mdpi.com/2075-5309/13/4/1036

[20] Nabi M., Liu Z., and Hasan N., “Examining the Nexus between Transformational Leadership and Follower’s Radical Creativity: The Role of Creative Process Engagement and Leader Creativity Expectation,” International Journal of Emerging Markets, vol. 18, no. 10, pp. 4383-4407, 2023. https://doi.org/10.1108/IJOEM-05-2021- 0659

[21] Ogunfowora B., Nguyen V., Steel P., and Hwang C., “A Meta-Analytic Investigation of the Antecedents, Theoretical Correlates, and Consequences of Moral Disengagement at Work,” Journal of Applied Psychology, vol. 107, no. 5, pp. 746-775, 2022. DOI: 10.1037/apl0000912

[22] Pu B., Ji S., and Sang W., “Effects of Customer Incivility on Turnover Intention in China’s Hotel Employees: A Chain Mediating Model,” Journal of Hospitality and Tourism Management, vol. 50, pp. 327-336, 2022. https://doi.org/10.1016/j.jhtm.2022.02.004

[23] Reyes-Menendez A., Saura J., and Martinez- Navalon J., “The Impact of e-WOM on Hotels Management Reputation: Exploring Tripadvisor Review Credibility with the ELM Model,” IEEE Access, vol. 7, pp. 68868-68877, 2019. https://ieeexplore.ieee.org/document/8723076

[24] Shafiq M., Ramzan M., Faisal M., and Iqbal S., “Exploring the Relationship between Green Human Resource Management and Green Creativity: The Moderating Influence of Green Behavioral Intention,” Pakistan Journal of Humanities and Social Sciences, vol. 11, no. 1, pp. 426-439, 2023. https://doi.org/10.52131/pjhss.2023.1101.0362

[25] Shah S., Fahlevi M., Rahman E., Akram M., Jamshed K., Aljuaid M., and Abbas J., “Impact of Green Servant Leadership in Pakistani Small and Medium Enterprises: Bridging Pro-Environmental Behaviour through Environmental Passion and Climate for Green Creativity,” Sustainability, vol. 15, no. 20, pp. 1-16, 2023. https://doi.org/10.3390/su152014747

[26] Sinurat V. and Widhianto C., “The Influence of Job Satisfaction and Employee Retention on Employee Performance Mediated by Perceptions of Leadership Style,” International Journal of Social Service and Research, vol. 3, no. 10, pp. 2672-2680, 2023. https://doi.org/10.46799/ijssr.v3i10.570

[27] Stepanyan I. and Hameed S., “A Neuro Phenotypic Evolution Algorithm for Recognizing Human Motion Type,” The International Arab Journal of Information Technology, vol. 21, no. 6, pp. 1015-1028, 2024. DOI:10.34028/iajit/21/6/6

[28] Surucu L., Maslakci A., and Sesen H., “Inclusive Leadership and Innovative Work Behaviors: A Moderated Mediation Model,” Leadership and Organization Development Journal, vol. 44, no. 1, 302 The International Arab Journal of Information Technology, Vol. 22, No. 2, March 2025 pp. 87-102, 2023. https://doi.org/10.1108/LODJ- 05-2022-0227

[29] Susanto P., Sawitri N., and Susita D., “Job Satisfaction and Employee Turnover: Analysis Recruitment, Career Development, Organizational Culture,” Dinasti International Journal of Digital Business Management, vol. 4, no. 3, pp. 619-629, 2023. https://doi.org/10.31933/dijdbm.v4i3.1825

[30] Sutardi D., Nuryanti Y., Kumoro D., Mariyanah S., and Agistiawati E., “Innovative Work Behavior: A Strong Combination of Leadership, Learning, and Climate,” International Journal of Social and Management Studies, vol. 3, no. 1, pp. 290-301, 2022. https://ijosmas.org/index.php/ijosmas/article/vie w/114

[31] Usmanova K., Wang D., Sumarliah E., Khan S., Khan S., and Younas A., “Spiritual Leadership as a Pathway toward Innovative Work Behavior via Knowledge Sharing Self-Efficacy: Moderating Role of Innovation Climate,” VINE Journal of Information and Knowledge Management Systems, vol. 53, no. 6, pp. 1250-1270, 2023. https://doi.org/10.1108/VJIKMS-04-2021-0054

[32] Wen J., Hussain H., Waheed J., Ali W., and Jamil I., “Pathway toward Environmental Sustainability: Mediating Role of Corporate Social Responsibility in Green Human Resource Management Practices in Small and Medium Enterprises,” International Journal of Manpower, vol. 43, no. 3, pp. 701-718, 2022. https://doi.org/10.1108/IJM-01-2020-0013

[33] Younas A., Wang D., Javed B., and Ul Haque A., “Inclusive Leadership and Voice Behavior: The Role of Psychological Empowerment,” The Journal of Social Psychology, vol. 163, no. 2, pp. 174-190, 2023. DOI:10.1080/00224545.2022.2026283

[34] Zhou R., Peng H., and Liu S., “Research on Employee Abnormal Behavior Detection Algorithm Based on Improved SSD,” Advances in Computer, Signals and Systems, vol. 8, no. 3, pp. 129-136, 2024. DOI:10.23977/acss.2024.080318

[35] Zonghua L., Junyun L., Yulang G., Ming Z., and Xu W., “The Effect of Corporate Social Responsibility on Unethical Pro-Organizational Behavior: The Mediation of Moral Identity and Moderation of Supervisor-Employee Value Congruence,” Current Psychology, vol. 42, no. 17, pp. 14283-14296, 2023. https://link.springer.com/article/10.1007/s12144- 022-02722-x