Perception of Interprofessional Collaboration Model Questionnaire (PINCOM-Q)

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Submitted by National Center... on Oct 6, 2016 - 10:49am CDT

Instrument
Authors: 
Odegard, A.
Strype, J.
Overview: 

The PINCOM-Q is designed to assess perceptions of interprofessional collaboration on the individual, group, and organizational levels for professionals in the domain of mental health care for children and adolescents. Specifically, the tool measures individual motivation, role expectations, personality style, and professional power; group leadership, coping, communication, and social support; and organizational culture, goal/aims, domain, and environment in a 48-item self-report questionnaire. The results are meant to identify areas where dialogue between professionals might be most useful and to track perceptions over time. The validation study included 157 primary care, specialist services, and school-based professionals.  Study findings determined that the majority of measures have good internal reliability. The study also determined that perceptions of coping, communication, and organizational domain significantly differ by gender, and perceptions of organizational culture significantly differ between professionals working in schools vs. those working in the health and social system. 

Link to Resources
Resource links: 

Atle Ødegård & Jon Strype (2009) Perceptions of interprofessional collaboration within child mental health care in Norway, Journal of Interprofessional Care, 23:3, 286-296, DOI: 10.1080/13561820902739981

Descriptive Elements
Who is Being Assessed or Evaluated?: 
Individuals
Informal groups, networks, colleagues
Organizations
Instrument Type: 
Self-report (e.g., survey, questionnaire, self-rating)
Source of Data: 
Health care providers, staff
Other
Notes for Data Sources: 

The tool has been administered to teachers, special educators, psychologists, social workers, primary nurses, child welfare workers, medical doctors, others.

Instrument Content: 
Attitudes, values, beliefs regarding IPE, IPCP, professions
Reported perceptions, experiences of working relationships, teamwork
Organizational environment, culture
Notes for Content: 

The PINCOM-Q measures 12 constructs across 3 levels:

Individual:

  1. Motivation
  2. Role expectations
  3. Personality style
  4. Professional power

Group:

  1. Group leadership
  2. Coping
  3. Communication
  4. Social support

Organizational:

  1. Organizational culture
  2. Organizational goal/aims
  3. Organizational domain
  4. Organizational environment
Instrument Length: 

48-items; no time length specified

Item Format: 
7-point likert-type scale ranging from strongly agree (1) to strongly disagree (7)
Administration: 
Paper-and-pencil
Scoring: 
The average of items representing each of the 12 constructs are calculated. Average scores may also be calculated by level or for the entire scale, though these scores were not used in the analysis.
Language: 
English
Norms: 
None described.
Access: 
Open access (available on this website)
Notes on Access: 

Contact the author to confirm permission to use.

Psychometric Elements: Evidence of Validity
Content: 
The questions are based on a preliminary theoretical model, Perception of Interprofessional Collaboration Model (PINCOM).
Response Process: 
The response rate was high (i.e., 86%).
Internal Structure: 
Cronbach’s alpha reliability was good for most measures (alpha = 0.71-0.82). The group leadership and organizational domain measures reliability is under the acceptable limit (alpha = 0.55 and 0.56). Personality style and organizational environment did not demonstrate reliability (alpha = 0.09 and -0.18).
Relation to Other Variables: 
Women found coping (M = 3.39), communication (M = 3.35), and organizational domain (M = 3.31) significantly more important than men (M = 4.02, p = 0.005, M = 3.98, p = 0.005, M = 3.90, p = 0.004, respectively). Lower scores reflect higher agreement. Additionally, professionals working in schools (M = 3.03) compared to professionals working in primary care (M = 2.44, t(91) = 2.88, p = 0.005) and specialist services (M = 2.44, t(89) = 2.78, p = 0.007) had significantly different ratings of importance for organizational culture.
Consequential: 
None described.
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