Missing data points is a common problem associated with data collected from wearables. This problem is particularly compounded if different subjects have different aspects of missingness associated with them -that is varying degrees of compliance behavior of individuals (participants) with respect to wearables as well as personal changes in lifestyle and health impacting heart rate. Moreover, despite the varying degree of compliance behavior, the wearable in itself might have glitches that lead to observations being dropped. Thus, any missing value imputation in such data has to not only generalize to the wearable behavior but also to the participant behavior. In this paper, we present a deep learning based approach for imputing missing values in heart rate time series data collected from a participant's wearable. In particular, for each participant, we first leverage his/her historical heart rate records as a reference set to extract the underlying personalized characteristics, and then impute the missing heart rate values by considering both contextual information of the current observations and the user's features learned from previous records. Adversarial training is applied to guide the learning process, which imputed more reasonable heart rate series with the consideration of human health conditions, e.g., heart rate fluctuations. Extensive experiments are conducted on two real-world data to show the superiority of our proposed method over state-of-the-art baselines.

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Assessing performance in the workplace typically relies on subjective evaluations, such as, peer ratings, supervisor ratings and self assessments, which are manual, burdensome and potentially biased. We use objective mobile sensing data from phones, wearables and beacons to study workplace performance and offer new insights into behavioral patterns that distinguish higher and lower performers when considering roles in companies (i.e., supervisors and non-supervisors) and different types of companies (i.e., high tech and consultancy). We present initial results from an ongoing year-long study of N=554 information workers collected over a period ranging from 2-8.5 months. We train a gradient boosting classifier that can classify workers as higher or lower performers with AUROC of 0.83. Our work opens the way to new forms of passive objective assessment and feedback to workers to potentially provide week by week or quarter by quarter guidance in the workplace.

Social networks influence health-related behavior, such as obesity and smoking. While researchers have studied social networks as a driver for diffusion of influences and behavior, it is less understood how the structure or topology of the network, in itself, impacts an individual’s health behavior and wellness state. In this paper, we investigate whether the structure or topology of a social network offers additional insight and predictability on an individual’s health and wellness. We develop a method called the Network-Driven health predictor (NetCARE) that leverages features representative of social network structure. Using a large longitudinal data set of students enrolled in the NetHealth study at the University of Notre Dame, we show that the NetCARE method improves the overall prediction performance over the baseline models—that use demographics and physical attributes—by 38%, 65%, 55%, and 54% for the wellness states—stress, happiness, positive attitude, and self-assessed health—considered in this paper.

Several psychologists posit that performance is not only a function of personality but also of situational contexts, such as day-level activities. Yet in practice, since only personality assessments are used to infer job performance, they provide a limited perspective by ignoring activity. However, multi-modal sensing has the potential to characterize these daily activities. This paper illustrates how empirically measured activity data complements traditional effects of personality to explain a worker's performance. We leverage sensors in commodity devices to quantify the activity context of 603 information workers. By applying classical clustering methods on this multisensor data, we take a person-centered approach to describe workers in terms of both personality and activity. We encapsulate both these facets into an analytical framework that we call organizational personas. On interpreting these organizational personas we find empirical evidence to support that, independent of a worker's personality, their activity is associated with job performance. While the effects of personality are consistent with the literature, we find that the activity is equally effective in explaining organizational citizenship behavior and is less but significantly effective for task proficiency and deviant behaviors. Specifically, personas that exhibit a daily-activity pattern with fewer location visits, batched phone-use, shorter desk-sessions and longer sleep duration, tend to perform better on all three performance metrics. Organizational personas are a descriptive framework to identify the testable hypotheses that can disentangle the role of malleable aspects like activity in determining the performance of a worker population.

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