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Table 1 Impact of participation in the MDT-TME Development Programme on job stress, job satisfaction and team performance

From: A pre-post test evaluation of the impact of the PELICAN MDT-TME Development Programme on the working lives of colorectal cancer team members

 

Pre-course

Post-course

Estimated difference between pre- and

post-course mean scores (95% confidence interval)

p

 

Mean score

  

Total job stress

38

36

-2.4 (-3.5 to -1.2)

<0.0001

Sources of job stress: all team members

    

Feeling overloaded with work and impact on home-life

48

45

-2.5 (-4.3 to -0.8)

0.01

Service configuration and lack of resources

42

40

-1.8 (-3.2 to -0.4)

0.01

Being concerned about making clinical mistakes and its consequences

33

30

-2.7 (-4.6 to -0.9)

0.004

Dealing with changes to the way you do your job

32

31

-1.5 (-3.3 to 0.2)

0.08

Being unable to provide best quality care to patients

29

27

-1.6 (-3.3 to 0.1)

0.07

Having difficulties in relationships with people you work with

28

25

-2.9 (-4.7 to -1.0)

0.003

Sources of job stress:

team members who provide direct patient care*

    

Dealing with angry or blaming patients/relatives

48

40

-7.1 (-10.1 to -4.2)

<0.0001

Having distressed patients

36

33

-2.8 (-5.1 to -0.5)

0.02

Total job satisfaction

63

61

-2.7 (-4.1 to -1.4)

<0.0001

Sources of job satisfaction: all team members

    

Working in a multidisciplinary team

70

68

-1.4 (-3.3 to 0.6)

0.17

Providing better care from working in a multidisciplinary team

70

68

-2.2 (-4.4 to -0.1)

0.05

Having good relationships with colleagues beyond multidisciplinary

team members

67

66

-1.5 (-3.4 to 0.5)

0.14

Nature of job

60

56

-3.4 (-4.9 to -2.0)

<0.0001

Aspects of the wider organisation

46

42

-3.5 (-5.3 to -1.7)

0.0001

Sources of job satisfaction:

team members who provide direct patient care*

    

Having good relationships with patients

84

81

-2.7 (-5.0 to -0.4)

0.02

Providing quality care to patients

77

74

-2.6 (-4.5 to -0.7)

0.01

 

Mean team score

  

Total team performance

70

71

1.6 (0.5 to 2.7)

0.006

Aspects of team performance:

    

Task focus (having a shared focus, constructive debate, shared aim

for excellence)

77

77

0.8 (-0.6 to 2.3)

0.26

Team conflict † (disagreement, heated debates, interpersonal conflict)

74

74

0.6 (-1.0 to 2.2)

0.46

Participation (involvement of all team members, trusting supportive environment)

72

73

0.7 (-0.5 to 1.9)

0.24

Creativity (idea generating, trying out new things)

69

71

1.6 (-0.2 to 3.3)

0.07

Managing (how well the team leader organises and coordinates team,

monitors quality, progress and provides feedback)

68

69

0.8 (-0.7 to 2.4)

0.28

Reflexivity (reviewing team's objectives, discussing how team is working)

59

61

2.0 (0.3 to 3.7)

0.02

  1. * completed by surgeons, oncologists and clinical nurse specialists only; † scores reversed (higher score = less conflict)