Occupational resource profiles for an addressee orientation in occupational health management: a segmentation analysis

Introduction

In 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.

Methods

Personal 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.

Results

A 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.

Discussion

Following 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.

A spatiotemporal atlas of hydropower in Africa for energy modelling purposes

The modelling of electricity systems with substantial shares of renewable resources, such as solar power, wind power and hydropower, requires datasets on renewable resource profiles with high spatiotemporal resolution to be made available to the energy modelling community. Whereas such resources exist for solar power and wind power profiles on diurnal and seasonal scales across all continents, this is not yet the case for hydropower. Here, we present a newly developed open-access African hydropower atlas, containing seasonal hydropower generation profiles for nearly all existing and several hundred future hydropower plants on the African continent. The atlas builds on continental-scale hydrological modelling in combination with detailed technical databases of hydropower plant characteristics and can facilitate modelling of power systems across Africa.