Purpose was to assess competency, levels of collaborative N-P relationships, leader empowerment (LE), organization work satisfaction (OWS), nursing job satisfaction (NJS), and job stress (JS) using infant HPS.

King’s (1981) perception, communication, interaction and transaction concepts served as Conceptual framework.

Research design was a descriptive, correlational study using pretest/posttest design.

Research #1: What is the nature of nurse-physician team collaboration when using HPS as measured by Kramer/Schmalenberg’s (2002) N-P Scale (KSNPS), Group Cohesion (GC), Collaboration & Satisfaction about Patient Care Decisions (CSCD), LE, OWS, NJS, and JS instruments? #2: What is relationship between KSNPS and GC/CSCD and HPS competency?

Participants- 17 Teams-50 nurses/50 medical residents (3-4 residents/3-4 nurses) were videotaped in 3 “mock code” scenarios with debriefing.

Outcomes: Mode age (28-32), 48% Hispanic, 35% Caucasian, 7% Afro-American; 62% female 38% males- KSNPS levels increased per scenario. Males had significant higher GC scores (F=4.94), significantly higher CSCD than females (F=8.35). Although teams perceived collaboration, it occurred over time- LE levels -moderate; OWS/NJS- moderate-high; JS moderate-low; no significant correlation between KSNPS, GC, CSCD, LE, OWS, NJS, JS and HPS scores.

Discussion: 1st scenario communication occurred only between professions (silos); 2nd nurse/residents communicated with each other, evolving into “working” teams; 3rd team more cohesive, communicated more effectively and genuinely listened to each other. Conclusions: Participants recognized deficiencies, attained keen assessment skills, enhanced team collaboration and reacted to crisis with expertise.  During the simulator study, no deaths were reported during “Codes” on inpatient units.

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