Social relationships are associated with all-cause mortality. Substantial uncertainties remain, however, for the associations of social relationships with mortality from subtypes of cardiovascular disease (CVD) and major non-vascular diseases. This prospective cohort study estimated mortality risks according to social support and social integration utilizing a nationally representative sample of 29,179 adults ages 18 years and older. Cox proportional hazards regression models were employed. Social integration, but not social support was associated with all-cause mortality risk. For CVD mortality, social integration predicted a 33% lower risk (HR = 0.67, 95% CI = 0.53–0.86). The results were similar in magnitude for heart disease mortality. Participants with the highest social integration level had a 53%, 30%, and 47% decreased mortality risk of diabetes, Alzheimer’s disease, and chronic lower respiratory diseases (CLRD) than those with the lowest level. These social integration associations were linear and consistent across baseline age, sex and socioeconomic status. We did not observe an association of social integration with the risk of cancer mortality. Our findings support the linear association of social integration but not social support with mortality from a range of major chronic diseases in the US adult population, independent of socioeconomic status (SES), behavioral risk factors, and health status.
Positive achievements have been attained since the implementation of administrative accountability system in China. However, the effect of the said system for work safety accidents in chemical industry is unsatisfactory, and the operation way of the government's public power lacks substantial innovation. By analyzing the administrative accountability of 11 major work safety accidents in chemical industry during 2010-2020, the dilemma of public power in the administrative accountability in compartmentalized governance and vertically decentralized authoritarianism was explored from the perspective of empirical analysis in this paper. The research found that current administrative accountability system has such drawbacks as unclear subject of responsibility of public power, ambiguous ownership of responsibility, imperfect democratic structure and information asymmetry. To achieve effective operation of public power in work safety administrative accountability system, attention should be paid to promote the formation of accountability synergy and strengthen the diversification of accountability subjects, and to boost the disclosure of information, improve the transparency of the operation of public power, and reinforce the consistency between power and responsibilities. Moreover, it is necessary to establish and improve the legal system for administrative accountability for work safety accidents, clarify the division of responsibility and achieve accurate accountability, so as to enhance the rationality and operability of the administrative accountability system.
IntroductionPrevious studies have defined “workaholic” effort as “bad effort” while work engagement is defined as “good effort.” Active overtime is a mapping of work effort, but at this stage there is still relatively little exploration of the motivation behind “good effort” in the Chinese context.MethodsThis study explores the reasons that promote employees’ initiative to perform overtime work in Chinese enterprises based on the two-factor theory. The study mainly used data empirical research approaches, including exploratory factor analysis, validation factor analysis, and data modeling. The questionnaire scale was developed based on factors that have been proven to be of high reliability and validity. The data are mainly for employees who are currently employed in Chinese companies.Results and discussionWe received a total of 1741 valid questionnaires, which provided a good database for this study. The results of the study show that both motivational and hygiene factors can positively promote employees’ motivation to intentionally work overtime to a certain extent. Among them, overtime culture, institutional agreement, good physical office environment, career growth, financial rewards, and work challenges can positively promote motivation to work overtime. Work stress can increase the frequency and intensity of overtime work, but negatively promote motivation to work overtime. The study helps to improve enterprise management, optimize work design, and enhance psychological satisfaction.
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