Cross-cultural adaptation and validation of the teamwork climate scale

Abstract

OBJECTIVE To adapt and validate the Team Climate Inventory scale, of teamwork climate measurement, for the Portuguese language, in the context of primary health care in Brazil.METHODS Methodological study with quantitative approach of cross-cultural adaptation (translation, back-translation, synthesis, expert committee, and pretest) and validation with 497 employees from 72 teams of the Family Health Strategy in the city of Campinas, SP, Southeastern Brazil. We verified reliability by the Cronbach’s alpha, construct validity by the confirmatory factor analysis with SmartPLS software, and correlation by the job satisfaction scale.RESULTS We problematized the overlap of items 9, 11, and 12 of the “participation in the team” factor and the “team goals” factor regarding its definition. The validation showed no overlapping of items and the reliability ranged from 0.92 to 0.93. The confirmatory factor analysis indicated suitability of the proposed model with distribution of the 38 items in the four factors. The correlation between teamwork climate and job satisfaction was significant.CONCLUSIONS The version of the scale in Brazilian Portuguese was validated and can be used in the context of primary health care in the Country, constituting an adequate tool for the assessment and diagnosis of teamwork.

The relationship between team climate and interprofessional collaboration: Preliminary results of a mixed methods study

“…The TCI is composed of four factors: participative safety, vision, task orientation, and support for innovation. This scale was previously transculturally adapted and validated in the Brazilian context and includes 38 items and 4 subscales (Silva et al, 2016).…”

Validation of the Persian version of family health climate scale (FHC-Scale) in Iranian families

“…Because it prioritizes the variables according to their reliabilities, while the Cronbach’s alpha is more sensitive to the number of variables in each construct. The CR value of 0.7 or greater considered as good reliability [ 10 ].…”

“…Studies show that healthy functions of the family directly affect needs, objectives, satisfaction with life and emotional relations [ 7 ], and affect factors such as structure, roles, communication, perception and dynamic personality of members [ 8 ]. Research on the family has mainly focused on the influence of family members on one another, especially between couples and parent-child relations [ 9 , 10 ].…”

Trabalho Em Equipe: Uma Revisita Ao Conceito E a Seus Desdobramentos No Trabalho Interprofissional

“…Para Anderson e West (1998), o clima do trabalho em equipe é definido como o conjunto de percepções e significados compartilhados entre os membros de uma equipe acerca de políticas, práticas e procedimentos que eles vivenciam no trabalho. Segundo esses autores, o clima de equipe se expressa em quatro dimensões: participação segura, que diz respeito ao âmbito das interações e comunicação entre os membros da equipe, no sentido de sentirem segurança e confiança para opinar sem receio de cerceamentos dos colegas; apoio para novas ideias, existência de suporte concreto, prático, para que cada integrante ou a equipe apresente novas formas de responder a situações ou necessidades do cotidiano de trabalho; objetivos da equipe, existência de objetivos claros e compartilhados entre os integrantes da equipe; orientação para a tarefa, existência de compromisso individual e da equipe de acompanhamento, monitoramento e análise crítica do desempenho, tendo em vista alcançar os objetivos traçados com a melhor qualidade possível (Silva et al, 2016).…”