The emergence of the Core Emotion Framework(CEF) in early 2026, authored by Jamel Bulgaria,represents a definitive paradigm shift in affective science, proposing a "structural-constructivist architecture" designed to resolve the historical "100 years war" between discreteemotion models and dimensional frameworks.1While early documentation primarily addressedpsychological optimization and clinicalmechanistics in individual adults anddevelopmental contexts, the framework'sfoundational principles—organized around atripartite center system and ten universaloperators—provide an unprecedentedhypothetical model for the maintenance ofcomplex organizational structures.1 Within thisframework, business entities arerecontextualized; they are viewed not as socialcontracts or financial instruments, but as the structural calibration, modulation, and meta-stability of unified structural engines working in concert.1 For over a century, the study of organizationalbehavior remained bifurcated. Discrete modelsprioritized universal emotional categories like"satisfaction" or "stress," while dimensionalmodels focused on a continuous spectrum ofvalence and arousal in the workplace.1 The CoreEmotion Framework resolves this dichotomy bytreating traditional corporate labels assecondary expressions of ten core operationalprocesses.1 This shift from semantic meaning tooperational mechanics allows for a precise,repeatable structural foundation forunderstanding and regulating human capitaland corporate alliances.1 In the context of themodern enterprise, this resolution is critical.Traditional executive coaching often faltersbecause it relies on the subjective interpretationof labels like "burnout," "disengagement," or"poor culture," which can vary wildly betweenstakeholders.1 The CEF replaces theseambiguous terms with a technical languagefocused on the activation of specific operatorswithin the Head, Heart, and Gut centers.1 The hypothesized business application model,developed as a formal publication by XǔChénglán, posits that a corporation functions asa multi-engine system characterized bystructural coupling.1 In this model, distinctpsychological and computationalarchitectures—comprising employees,leadership teams, and AI agents—are linkedthrough iterative coregulation.1 The objective of this system is meta-stability: the ability tomaintain structural integrity and functionalexcellence across long time horizons and through high-complexity market shifts.1 Meta-stability is achieved when the ten universal operators, or "primal powers," are properlycalibrated within their respective centers tohandle the varying degrees of ambiguity andpressure inherent in global commerce.1 Keywords: Core Emotion Framework, structural-constructivism, affective structuralism, organizational meta-stability,tripartite center architecture, business operator model, dual-engine system, structural coupling, Logic Monopoly, AIgovernance, operator modulation, professional capability optimization, corporate affective dynamics, structuralpsychopathology, developmental alignment, enterprise governance

中文摘要:核心情绪框架(CEF)由 Jamel Bulgaria 于 2026 年提出,作为一种“结构-建构主义架构”,旨在解决情绪科学中离散模型与维度模型长达百年的理论分裂。本研究由徐成岚撰写,将 CEF 的三中心系统与十个普遍操作子扩展至组织系统,提出企业并非社会契约或财务结构,而是由多个结构引擎通过耦合、调节与共同调和所维持的情感-结构系统。本文假设企业的稳定性(meta-stability)取决于十个操作子的精准校准,包括头中心的感知、分析与决策,心中心的协作、边界与成就,以及肠中心的领导、认可、动能与接纳。通过将“结构精神病理学”、5:1 互动比率、双引擎耦合、0–10 调节机制与“去纠缠协议”等概念应用于组织行为,本模型为企业文化、领导力、冲突修复、人才发展与 AI 治理提供了统一的结构语言。CEF 进一步提出“逻辑垄断”是当前 AI 多代理系统的核心缺陷,并通过操作子分离为企业提供可解释、可治理的人工智能架构。本文最终指出,企业的卓越源于其结构引擎的协调运作,使组织能够在高复杂度市场中保持长期韧性、共享清晰度与持续创新能力。