Leadership structure |
3. | Senior staff should encourage questions from junior medical and nursing staff during operations if appropriate. | 2 | 8 | 91 |
10. | Doctors who encourage suggestions from operating theatre team members are weak leaders. | 90 | 2 | 8 |
27. | Successful operating theatre management is primarily a function of the doctor’s medical and technical proficiency. | 60 | 15 | 25 |
42. | Leadership of the operating theatre team should rest with the medical staff. | 32 | 11 | 57 |
50. | There are no circumstances where a junior team member should assume control of patient management. | | | |
Confidence assertion |
1. | The senior person, if available, should take over and make all decisions in life-threatening emergencies. | 38 | 6 | 56 |
14. | Junior operating theatre members should not question the decisions made by senior personnel. | 88 | 8 | 4 |
32. | If I perceive a problem with the management of a patient, I will speak up, regardless of who might be affected. | 11 | 2 | 87 |
34. | In critical situations, I rely on my supervisors to tell me what to do. | 62 | 8 | 30 |
36. | I sometimes feel uncomfortable telling operating theatre members from other disciplines that they need to take some action. | 36 | 11 | 53 |
38. | Team members should not question the decisions or actions of senior staff except when they threaten the safety of the operation. | 73 | 8 | 19 |
60. | I always ask questions when I feel there is something I don’t understand. | 9 | 8 | 83 |
Information sharing |
12. | A regular debriefing of procedures and decisions after an operating theatre session or shift is an important part of developing and maintaining effective team co-ordination. | 11 | 19 | 70 |
13. | Team members in charge should verbalize plans for procedures or actions and should be sure that the information is understood and acknowledged by the others. | 0 | 8 | 92 |
16. | I am encouraged by my leaders and coworkers to report any incidents I may observe. | 28 | 28 | 44 |
19. | The pre-session team briefing is important for safety and for effective team management. | 2 | 27 | 71 |
Stress and fatigue |
4. | Even when tired, I perform effectively during critical phases of operations. | 40 | 6 | 54 |
5. | We should be aware of, and sensitive to, the personal problems of other operating theatre team members. | 9 | 19 | 72 |
8. | I let other team members know when my workload is becoming (or is about to become) excessive. | 23 | 17 | 60 |
11. | My decision-making ability is as good in emergencies as it is in routine situations. | 34 | 6 | 60 |
21. | I am more likely to make errors in tense or hostile situations. | 21 | 11 | 68 |
39. | I am less effective when stressed or tired. | 13 | 8 | 79 |
43. | My performance is not adversely affected by working with an inexperienced or less capable team member. | 42 | 14 | 44 |
45. | Team members should monitor each other for signs of stress or tiredness. | 11 | 13 | 76 |
46. | I become irritated when I have to work with inexperienced medical staff. | 55 | 24 | 21 |
49. | A truly professional team member can leave personal problems behind when working in the operating theatre. | 19 | 9 | 72 |
51. | Team members should feel obligated to mention their own psychological stress or physical problems to other operating theatre personnel before or during a shift or assignment. | 55 | 19 | 26 |
55. | Personal problems can adversely affect my performance. | 21 | 13 | 66 |
Teamwork |
17. | The only people qualified to give me feedback are members of my own profession. | 77 | 8 | 15 |
18. | It is better to agree with the operating theatre team members than to voice a different opinion. | 90 | 2 | 8 |
22. | The doctor’s responsibilities include co-ordination between his or her work team and other support areas. | 4 | 2 | 94 |
25. | Operating theatre team members share responsibilities for prioritizing activities in high workload situations. | 13 | 10 | 77 |
31. | I enjoy working as part of a team. | 2 | 9 | 89 |
44. | To resolve conflicts, team members should openly discuss their differences with each other. | 4 | 7 | 89 |
48. | All members of the operating theatre team are qualified to give me feedback. | 17 | 4 | 79 |
54. | The concept of all operating theatre personnel working as a team does not work at this hospital. | 74 | 9 | 17 |
56. | Effective operating theatre team co-ordination requires members to take into account the personalities of other team members. | 6 | 4 | 90 |
Work values |
6. | Senior staff deserve extra benefits and privileges. | 38 | 19 | 43 |
7. | I do my best work when people leave me alone. | 32 | 30 | 38 |
9. | It bothers me when others do not respect my professional capabilities. | 6 | 7 | 87 |
15. | I try to be a person that others will enjoy working with. | 2 | 2 | 96 |
20. | It is important that my competence be acknowledged by others. | 9 | 21 | 70 |
23. | I value compliments about my work. | 2 | 6 | 92 |
26. | As long as the work gets done, I don’t care what others think of me. | 83 | 9 | 8 |
28. | A good reputation in the operating theatre is important to me. | 4 | 9 | 87 |
35. | I value the good will of my fellow workers — I care that others see me as friendly and co-operative. | 4 | 7 | 89 |
40. | It is an insult to be forced to wait unnecessarily for other members of the operating theatre team. | 42 | 15 | 43 |
52. | In the operating theatre, I get the respect that a person of my profession deserves. | 21 | 14 | 65 |
Error/procedural compliance |
29. | Errors are a sign of incompetence. | 70 | 7 | 23 |
33. | I am ashamed when I make a mistake in front of other team members. | 32 | 17 | 51 |
37. | Procedures and policies are strictly followed in our operating theatre. | 35 | 25 | 40 |
41. | Mistakes are handled appropriately in this hospital. | 34 | 45 | 21 |
53. | Human error is inevitable. | 6 | 2 | 92 |
59. | Team members frequently disregard rules or guidelines (e.g., hand washing, treatment protocols/clinical pathways, sterile field, etc.) developed for our operating theatre. | 53 | 13 | 34 |
Organizational climate |
2. | The department provides adequate, timely information about events in the hospital that might affect my work. | 40 | 30 | 30 |
24. | Working in this hospital is like being part of a large family. | 38 | 17 | 45 |
30. | Departmental leadership listens to staff and cares about our concerns. | 38 | 13 | 49 |
47. | I am proud to work for this hospital. | 20 | 23 | 57 |
57. | I like my job. | 4 | 7 | 89 |
58. | I am provided with adequate training to successfully accomplish my job. | 8 | 2 | 90 |