Abstract:Missing data is a common problem for data clustering quality. Most real-life datasets have missing data, which in turn has some effect on clustering tasks. This chapter investigates the appropriate data treatment methods for varying missing data scarcity distributions including gamma, Gaussian, and beta distributions. The analyzed data imputation methods include mean, hot-deck, regression, k-nearest neighbor, expectation maximization, and multiple imputation. To reveal the proper methods to deal with missing d… Show more
“…Frequently, some individuals showed up to five missing values, so listwise case exclusion would have resulted in a sample of n = 794. For this reason, k -nearest neighbor imputation ( k = 10) of the missing data was performed, which was used in similar contexts and was able to provide good results for different distributions of missing data (Liao et al, 2014 ; Cleophas and Zwinderman, 2016 ; Aktaş et al, 2019 ). In k -nearest neighbor imputation, the mean values of the neighboring values are formed and assigned to the missing value (von der Hude, 2020 ).…”
IntroductionIn order to make sustainable decisions in precision prevention and health promotion, it is important to adequately assess people's demands and resources at work. To reach them in an addressee-oriented way, a segmentation of employers and employees based on occupational resources is a promising option. We identified profiles based on personal and perceived organizational resources. Furthermore, we used job demands for profile descriptions to obtain a deeper understanding of the profiles, characterizing people with similar occupational resources.MethodsPersonal occupational resources (occupational health literacy and self-efficacy) and perceived organizational resources (job decision latitude and participation in health at work) were assessed among employers and employees (n = 828) in small- and medium-sized enterprises in Germany. Job demands, socioeconomic status, and hierarchy levels in the company were used for further profile descriptions.ResultsA six-profile solution fitted best to the data based on cluster and profile analyses. One profile was characterized by above-average occupational resources, and another profile was characterized by below-average resources. The other four profiles showed that the individual and perceived organizational resources contrasted. Either organizational resources such as job decision latitude existed and personal resources were not highly developed or people had high individual motivation but few possibilities to participate in health at work. People with medium or high job demands as well as people with low socioeconomic status were most frequently in below-average resource profiles. Employers with high hierarchy levels were overrepresented in the above-average profiles with high organizational resources.DiscussionFollowing the segmentation of the addressees, organizations might be supported in identifying needs and areas for prevention and health promotion. Interventions can be optimally developed, tailored, and coordinated through a deeper understanding of job demands and resources. Especially employees with low socioeconomic status and high job demands might profit from an addressee-orientated approach based on resource profiles. For example, employees obtain an overview of their occupational resource profile to recognize the development potential for safe and healthy behavior at work. Follow-up research should be used to examine how this feedback to employers and employees is implemented and how it affects the sustainability of tailored interventions.
“…Frequently, some individuals showed up to five missing values, so listwise case exclusion would have resulted in a sample of n = 794. For this reason, k -nearest neighbor imputation ( k = 10) of the missing data was performed, which was used in similar contexts and was able to provide good results for different distributions of missing data (Liao et al, 2014 ; Cleophas and Zwinderman, 2016 ; Aktaş et al, 2019 ). In k -nearest neighbor imputation, the mean values of the neighboring values are formed and assigned to the missing value (von der Hude, 2020 ).…”
IntroductionIn order to make sustainable decisions in precision prevention and health promotion, it is important to adequately assess people's demands and resources at work. To reach them in an addressee-oriented way, a segmentation of employers and employees based on occupational resources is a promising option. We identified profiles based on personal and perceived organizational resources. Furthermore, we used job demands for profile descriptions to obtain a deeper understanding of the profiles, characterizing people with similar occupational resources.MethodsPersonal occupational resources (occupational health literacy and self-efficacy) and perceived organizational resources (job decision latitude and participation in health at work) were assessed among employers and employees (n = 828) in small- and medium-sized enterprises in Germany. Job demands, socioeconomic status, and hierarchy levels in the company were used for further profile descriptions.ResultsA six-profile solution fitted best to the data based on cluster and profile analyses. One profile was characterized by above-average occupational resources, and another profile was characterized by below-average resources. The other four profiles showed that the individual and perceived organizational resources contrasted. Either organizational resources such as job decision latitude existed and personal resources were not highly developed or people had high individual motivation but few possibilities to participate in health at work. People with medium or high job demands as well as people with low socioeconomic status were most frequently in below-average resource profiles. Employers with high hierarchy levels were overrepresented in the above-average profiles with high organizational resources.DiscussionFollowing the segmentation of the addressees, organizations might be supported in identifying needs and areas for prevention and health promotion. Interventions can be optimally developed, tailored, and coordinated through a deeper understanding of job demands and resources. Especially employees with low socioeconomic status and high job demands might profit from an addressee-orientated approach based on resource profiles. For example, employees obtain an overview of their occupational resource profile to recognize the development potential for safe and healthy behavior at work. Follow-up research should be used to examine how this feedback to employers and employees is implemented and how it affects the sustainability of tailored interventions.
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