Seymour Health Centre, Inc, Vancouver, British Columbia, Canada.
Department of Public Health, Amsterdam University Medical Center, The Netherlands.
Perm J. 2020;24. doi: 10.7812/TPP/19.155. Epub 2020 Feb 5.
There is increasing recognition of the importance of intrinsic motivation, team dynamics, and burnout in multidisciplinary teams striving to achieve the Quadruple Aim.
To assess self-rated team climate, intrinsic motivation, and burnout of a multidisciplinary team at an urgent primary care center and to explore potential relationships between the concepts.
A scoping review of the English-language literature was conducted to identify any validated team climate, intrinsic motivation, and burnout measurement tools. The Team Climate Inventory Short Form and a single-item measure of burnout were chosen because of their validity, appropriateness to the study setting, and practicality. Daniel Pink's concept of motivation was operationalized into a novel, 13-question survey tool. The face validity of the motivation questions was assessed by various clinicians. The online survey was administered to a 38-member multidisciplinary team working at an urgent primary care center in Vancouver, Canada. Scores for team climate, motivation, and burnout were assessed, along with the tool's internal consistency.
The survey findings (33 responses) indicate a relatively high-performing multidisciplinary team, with high scores in all categories related to team climate and intrinsic motivation. Only 8% of 25 respondents met the threshold level of burnout, with no respondents indicating severe or complete burnout. Reliability analysis produced α coefficients of 0.956 and 0.945 for team climate and intrinsic motivation, respectively, indicating satisfactory reliability.
The burnout ratings align with the scores for team climate and intrinsic motivation. The study findings suggest that the clinic's current approach to leadership and management has been effective in promoting a healthy team and work environment. The small sample size does not permit statistical inferences without further testing and validation. Further exploration is warranted of various structural, organizational, system-level, and environmental factors that affect the survey's results.
The study fills a gap in the health services research literature pertaining to the performance of multidisciplinary teams.
越来越多的人认识到内在动机、团队动态和多学科团队的倦怠对实现四重目标的重要性。
评估一个紧急初级保健中心多学科团队的自我评估团队氛围、内在动机和倦怠情况，并探讨这些概念之间的潜在关系。
对英文文献进行了范围综述，以确定任何经过验证的团队氛围、内在动机和倦怠测量工具。选择团队气候量表简表和一项倦怠单项目测量，是因为它们具有有效性、适合研究环境和实用性。丹尼尔·平克的动机概念被转化为一种新颖的、包含 13 个问题的调查工具。通过各种临床医生评估了动机问题的表面有效性。该在线调查针对在加拿大温哥华的一个紧急初级保健中心工作的 38 名多学科团队成员进行。评估了团队氛围、动机和倦怠的得分，以及工具的内部一致性。
调查结果（33 份回复）表明这是一个表现相对较好的多学科团队，在与团队氛围和内在动机相关的所有类别中得分都很高。只有 25 名受访者中的 8%达到了倦怠的阈值水平，没有受访者表示有严重或完全倦怠。可靠性分析得出团队氛围和内在动机的α系数分别为 0.956 和 0.945，表明可靠性令人满意。
倦怠评分与团队氛围和内在动机的评分一致。研究结果表明，该诊所目前的领导和管理方法在促进健康的团队和工作环境方面是有效的。由于样本量较小，未经进一步测试和验证，不允许进行统计推断。需要进一步探索影响调查结果的各种结构、组织、系统级和环境因素。
该研究填补了与多学科团队绩效相关的卫生服务研究文献中的空白。
