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.