Predictors and outcomes
Provider Co-Management Index (PCMI) scores did not differ between disciplines (Table 2). The overall median PCMI score was 73 with IQR (61, 79). The overall median effective communication score was 26 with IQR (22, 28). The overall median mutual respect & trust score was 23 with IQR (19, 24). The overall median shared philosophy of care score was 25 with IQR (21, 28). Most of them (about 75%) felt well-comanaged with each other, although among them, a few agreed with effective co-management instead of strongly agreed.
Provider burnout related outcomes including self-reported burnout, job satisfaction and intention to leave were not different between disciplines (Table 2). 92 (28.0%) of the study population felt burnout at work. 98 (29.7%) felt dissatisfied with the current job. 55 (17.0%) planned to leave the current position in the next year.
Table 3 shows the results of unadjusted and adjusted models that estimated the associations of self-reported burnout with job satisfaction or intention to leave. Partially adjusted models controlled for necessary sample demographics including occupation, age, race, gender and years of experience. Fully adjusted model further controlled for necessary practice characteristics including office setting, length of work experience and work type. In the unadjusted models, compared to participants who did not report burnout, those who reported burnout had 71% less odds of feeling satisfied with job (COR: 0.29, 95% CI: 0.17, 0.48). Similarly, participants who reported burnout had more than three times the odds of planning to leave the current position in the next year compared to those who did not report burnout (COR: 3.12, 95% CI: 1.71, 5.70). Estimates in both adjusted models remained similar to those in the unadjusted models. Self-reported burnout was found to be significantly associated with providers’ satisfaction with job and intention to leave.
The results of unadjusted and adjusted models that estimated the associations of PCMI with Provider Burnout Related Outcomes were shown in Table 4. Both PCMI and its subscales were evaluated. In the unadjusted models, each unit increase in the total PCMI score was associated with 6% less odds of self-reported burnout (COR: 0.94, 95% CI: 0.91, 0.96) and 4% less odds of planning to leave the current position in the next year (COR: 0.96, 95% CI: 0.93, 0.98). In addition, each unit increase in the total PCMI score was associated with 1.05 times the odds of feeling satisfied with job (COR: 1.05, 95% CI: 1.02, 1.07). The magnitude of effect became larger when looking at PCMI subscales. Each unit increase in one PCMI subscale was associated with about 15% less odds of self-reported burnout and about 10% less odds of planning to leave the current position in the next year. Each unit increase in one PCMI subscale was also associated with about 1.13 times the odds of feeling satisfied with job. Consistently, estimates in both adjusted models remained similar to those in the unadjusted models. Higher effective co-management which was reflected by higher PCMI score was found to be significantly associated with less provider burnout related outcomes.