Effect measures | Typology | Level of analysis | Description | Instrument | Respondents |
---|---|---|---|---|---|
Team composition | Team input | Cluster level | The different professional groups of which the team is built up of. | Team membership list | Study coordinator |
Team reflexivity | Team input | Cluster level | Frequency of follow up of the care process. | Structured questionnaire | Study coordinator |
Team meetings | Team input | Cluster level | Frequency of team meetings. | Structured questionnaire | Study coordinator |
Number of different professional groups attending team meetings. | |||||
Leadership structure | Team input | Cluster level | Leadership structure of the team: No team leader/1 team leader/shared leadership | Structured questionnaire | Study coordinator |
Coordinating mechanisms | Team input | Cluster level | Use of guidelines and protocols, information systems, case management, interdisciplinary patient rounds, and interdisciplinary team meetings. | Structured questionnaire | Study coordinator |
Dedicated team members | Team input | Individual level | If team members are exclusively dedicated to COPD of PFF care within the team or not. | Structured questionnaire | Team members |
Perceived ‘teamness’ | Team input | Individual level | To what extent is the team perceived by the team members as being a real interprofessional team? | Structured questionnaire (score 1–5) | Team members |
Work environment | Team input | Individual level | To what extent is the work environment supportive for teamwork? | Structured questionnaire (score 1–5) | Team members |
Management support | Team input | Individual level | To what extent is the hospital management supportive for teamwork? | Structured questionnaire (score 1–5) | Team members |
Conflict management | Team process | Individual level | The quality of how conflicts are managed within the team. | Structured questionnaire (score 1–5) | Team members |
Leadership quality | Team process | Individual level | Quality of leadership: general satisfaction with leader, leadership skills and effectiveness of leadership. | Structured questionnaire (score 1–5) | Team members |
Team involvement | Team process | Individual level | How involved does each team member feel with the team? | Structured questionnaire (score 1–5) | Team members |
Team climate for innovation | Team process | Individual level | - Team Vision: clarity of and commitment to objectives (4 items) | Team Climate Inventory[38] | Team members |
 |  |  | - Participative safety (4 items) |  |  |
- Task orientation: emphasis on quality (3 items) | |||||
- Support for innovation (3 items) | |||||
Relational coordination | Team process | Individual level | - Communication dimensions (4 items): frequent, timely, accurate and problem solving communication | Relational Coordination Survey[31] | Team members |
 |  |  | - Relationship dimensions (3 items): shared goals, shared knowledge and mutual respect |  |  |
Level of organised care | Team output | Individual level | Level of organisation of the care process: | Care Process Self Evaluation Tool[39] | Team members |
 |  |  | - Patient focused organisation (6 items) |  |  |
- Coordination of CP (7 items) | |||||
- Communication with patient and family (4 items) | |||||
- Collaboration with primary care (3 items) | |||||
- Follow up of CP (9 items) | |||||
Work Engagement | Team output | Individual level | Level of engagement to work: | Burn Out Inventory[40] | Team members |
 |  |  | - Emotional exhaustion (5 items) |  |  |
- Mental detachment (5 items) | |||||
- Level of competence (5 items) |