Rapidly formed COVID-19 teams in the NHS: implications for leadership, team-working, career intentions and individual mental health.

NHS（和全球）应对COVID-19大流行的一个关键组成部分是加强急性和重症监护能力，通过前所未有地将来自不同护理途径的人员重新部署到由志愿者、实习医生和护士组成的流动团队中，在某些情况下还包括军事人员[1-4]。这些covid - 19小组提供了一个独特的机会，可以检查成功提供医疗团队合作和护理的许多既定因素之间的相互作用。目前的证据表明，如果没有共同的团队合作、共享的沟通模式和明确的领导结构，这些covid - 19团队的即时性和流动性会增加患者结局、护理提供[5-9]和团队成员复原力、心理健康和保留的风险[10,11]。该项目将研究医疗保健服务的非技术因素（领导力、社会支持和凝聚力、沟通、共享心理模型、协调）和预期的调节因素（职业背景、准备、工作与生活平衡、家庭状况、邻近性、劳动力分配模式）如何影响感知的covid - 19团队合作和绩效、团队成员个人福祉和团队成员就业保留意愿。这将是一项混合方法的横断面探索性研究，涉及广泛合作的NHS信托基金的covid - 19团队成员、临床主任和高级医院管理人员。定性访谈将确定关键主题，随后将进行更广泛招募的确认性调查，检查长期的个人福祉和保留意愿。在整个过程中，将高度强调将结果快速传播给NHS合作伙伴以及更广泛的医疗和其他利益相关者，以提供基于证据的劳动力指导，并加速团队工作理论、实践和政策。

A key component of the NHS (and global) response to the COVID-19 pandemic has been toreinforce acute and critical care capacity, through an unprecedented re-deployment of personnelfrom different care pathways into fluid teams consisting of volunteers, student doctors and nurses,and in some cases military personnel [1-4]. These COVID-teams provide a unique opportunity toexamine the interaction of many of the established factors for successful delivery of medicalteamwork and care. Current evidence suggests that without common teamwork, sharedcommunication patterns and clear leadership structures, the ad-hoc and fluid nature of theseCOVID-teams increases risk to patient outcomes, delivery of care [5-9] and team memberresilience, mental-health and retention [10,11].This project will examine how non-technical factors for healthcare delivery (leadership, socialsupport & cohesion, communication, shared mental models, co-ordination) and expectedmoderating factors (occupational background, preparedness, work-life balance, home situation,proximity, workforce allocation models) impact on perceived COVID-teamworking andperformance, individual team member well-being and team member employment retentionintentions. It will be a mixed methods cross-sectional exploratory study of COVID-team members,clinical directors and senior hospital managers across a wide range of partnered NHS Trusts.Qualitative interviews will identify key themes and will be followed up by a more widely recruitedconfirmatory survey examining longer term individual well-being and retention intentions.Throughout, there will be a high emphasis on rapid dissemination of results to NHS partners andwider medical and other stakeholders to inform evidence-based workforce guidance andaccelerate team-working theory, practice and policy.