BackgroundDepression is a major public health problem that affects both individuals and society. Previous studies report that university teachers are particularly susceptible to high levels of occupational stress and depressive symptoms. The aims of this study were to explore the association between occupational stress and depressive symptoms in a group of university teachers, and assess the mediating role of psychological capital between these variables.MethodsA cross-sectional study was performed between November 2013 and January 2014. Teachers from six universities were randomly sampled in Shenyang. The Center for Epidemiologic Studies Depression Scale, effort-reward imbalance scale, and psychological capital questionnaire (PCQ-24), as well as questions about demographic and working factors, were administered in questionnaires distributed to 1,500 university teachers. Completed questionnaires were received from 1,210 participants. Hierarchical linear regression analysis was used to examine the mediating role of psychological capital.ResultsIn the present study, 58.9% (95% CI (Confidence Intervals): 56.1% to 61.7%) of university teachers had a CES-D score equal to or above the cut-off of 16. Both effort–reward ratio (ERR) and scores of over-commitment were positively associated with depressive symptoms, whereas psychological capital was negatively associated with depressive symptoms among university teachers. Psychological capital partially mediated the relationship between occupational stress and depressive symptoms.ConclusionsAmong Chinese university teachers, occupational stress may be a risk factor for depressive symptoms, whereas psychological capital might be protective against depressive symptoms. Our results suggest that college administrators could support the development of psychological capital in their staff to alleviate depressive symptoms.

Objective: Teachers’ job satisfaction is one of the key factors in institutional dynamics and is generally considered to be the primary variable by which the effectiveness of an organization’s human resource is evaluated. The objectives of this study were to assess the level of job satisfaction among university teachers and to clarify the associated factors. Method: A cross-sectional study was conducted between November 2013 and January 2014. Teachers from six universities in Shenyang, China were randomly sampled. The job satisfaction scale Minnesota Satisfaction Questionnaire (MSQ), perceived organizational support (POS), psychological capital questionnaire (PCQ-24), and effort-reward imbalance scale (ERI) together with questions about demographic and working factors were administered in questionnaires distributed to 1500 university teachers. Hierarchical linear regression analyses were performed to explore the related factors. Results: 1210 effective responses were obtained (effective respondent rate 80.7%). The average score of overall job satisfaction was 69.71. Hierarchical linear regression analysis revealed that turnover intention, occupational stress and chronic disease all had negative impacts on job satisfaction, whereas perceived organizational support, psychological capital and higher monthly income were positively associated with job satisfaction among the university teachers. Age was also linked to the level of job satisfaction. All the variables explained 60.7% of the variance in job satisfaction. Conclusions: Chinese university teachers had a moderate level of job satisfaction. Demographic and working characteristics were associated factors for job satisfaction. Perceived organizational support showed the strongest association with job satisfaction. Results of the study indicate that improving the perceived organizational support may increase the level of job satisfaction for university teachers.

BackgroundCollege teachers in China are confronted with a lot of pressure from teaching, researching and living. They are suffering from impaired physical and mental health. The purpose of this study was to investigate the relationships between organizational behavior factors and college teachers’ health related quality of life (HRQOL), and to confirm whether they are positive resources for improving teachers’ HRQOL.MethodsA cross-sectional survey was conducted in Shenyang, China, from January to April 2014. Participants were composed of 965 teachers randomly selected from five representative colleges in Shenyang. Self-administrated questionnaires containing the 36-item Short-Form Health Survey (SF-36), the Chinese version Psychological Capital Questionnaire (PCQ), and scales assessing group identification, POS, and psychological empowerment were used to measure HRQOL and organizational behavior variables of college teachers. Hierarchical multiple regression analysis (HMR) was performed to explore the effects of organizational behavior variables on college teachers’ HRQOL.ResultsThe mean (SD) scores of physical component summary (PCS) and mental component summary (MCS) among college teachers were 71.43 (14.70) and 65.46 (16.55) respectively in the study population. Hierarchical multiple regression analysis showed that group identification (β = 0.121, P < 0.001) and PsyCap (β = 0.336, P < 0.001) were significant predictors of PCS, while group identification (β = 0.107, P < 0.001), POS (β = 0.124, P = 0.003), psychological empowerment (β = 0.093, P = 0.017) and PsyCap (β = 0.421, P < 0.001) were significant predictors of MCS.ConclusionChinese college teachers experienced relatively low level of HRQOL and their mental quality of life (QOL) were impaired more seriously than physical QOL. Organizational behavior factors (PsyCap, group identification, POS and psychological empowerment) were strong predictors of college teachers’ HRQOL and are positive resources for improving teachers’ HRQOL. The enhancement of college teachers’ PsyCap, group identification, POS and psychological empowerment at work should be incorporated in the strategy of protecting and improving college teachers’ physical and mental QOL.