Interprofessional Collaboration in the Cardiac Intensive Care Unit (CICU): An Action-Research Training Project

Key requirements

Who can take part, as listed by the sponsor. Only the study team can confirm whether you are eligible, so take this list to your doctor.

• Ages Any age
• All sexes
• Healthy volunteers accepted
• Child, Adult, Older adult

Trial locations and contacts

1 site in 1 country. Contact the study team or a site near you to ask about taking part.

About this study

Conditions

Interprofessional Relations, Interprofessional Education, Attitude of Health Personnel, Intensive Care Units, Critical Care

Being tested

The training phase of the project consists of an interactive course aimed at healthcare professionals (physicians, nurses and OSS) to improve their ability to recognise and enact effective collaborati

Keywords

Interprofessional Relations, Interdisciplinary Communication, Health Personnel Attitudes, Nurse-Physician Relations, Intensive Care Units, Coronary Care Units, Critical Care, Patient Care Team, Education, Interprofessional, Clinical Decision-Making

What participants receive

What participants receive. In a randomised study each person is assigned to one group by chance.

• The training phase of the project consists of an interactive course aimed at healthcare professionals (physicians, nurses and OSS) to improve their ability to recognise and enact effective collaboratiOther

  The branching scenarios replicate complex and common clinical situations that require effective interprofessional collaboration. Each scenario is carefully designed with detailed clinical and organisational elements, including the simulated patient's medical history and care pathway in the cath-lab and electrophysiology unit prior to a TAVI procedure, vital signs, diagnostic tests, available resources, clinical objectives, and potential critical issues. Scenarios are structured around a defined storyline and professional roles, and are divided into key phases with information, possible actions, and related consequences. Interactive elements allow learners to make decisions and engage with characters or objects, while meaningful feedback supports learning. Multiple pathways ensure a dynamic experience, supported by assessment criteria.

What is being measured

The primary outcome is the main question the study is designed to answer.

1. Name of the measurement: Change from Baseline in Mean Attitudes Toward Physician-Nurse Interprofessional Collaboration Score at 6 Months

   Measurement tool: Jefferson Scale of Attitudes Toward Physician-Nurse Collaborative Relationship (JSAPNC); Unit of measure: Mean total score on the Jefferson Scale of Attitudes toward Physician-Nurse Collaboration;Attitudes toward physician-nurse interprofessional collaboration will be assessed using JSAPNC, a structured, self-administered questionnaire designed to evaluate attitudes toward collaborative relationships between physicians and nurses. JSAPNC assesses key aspects of physician-nurse collaboration, including mutual respect, shared responsibility, teamwork, and professional roles. Participants respond to a series of items using a standardized response scale, and item responses are combined to generate a total score representing overall attitudes toward physician-nurse interprofessional collaboration. Higher total scores indicate more positive attitudes toward collaboration. The outcome measure is defined as the change in mean JSAPNC total score from baseline to 6 months.

   Measured: Baseline (T0), immediately post-training (T1: approximately 1 month after baseline), and at 6-month follow-up (T2: 6 months after the intervention).

2. Name of the measurement: Change from Baseline in Mean Perceived Interprofessional Collaboration Score at 6 Months as Assessed by the Nurse-Physician Collaboration Scale (NPCS)

   Measurement tool: Nurse-Physician Collaboration Scale (NPCS).Unit of measure: Mean total score on the Nurse-Physician Collaboration Scale (NPCS). Perceived interprofessional collaboration will be assessed using the Nurse-Physician Collaboration Scale (NPCS), a structured, self-administered questionnaire designed to evaluate nurses' and physicians' perceptions of interprofessional collaboration. The NPCS assesses key dimensions of nurse-physician collaboration, including communication, shared decision-making, coordination of care, and professional relationships. Participants respond to a series of items using a standardized response scale, and item responses are combined to generate a total score representing the overall level of perceived interprofessional collaboration. Higher total scores indicate greater perceived collaboration. The outcome measure is defined as the change in mean NPCS total score from baseline to 6 months.

   Measured: T0 (Baseline): Before the start of the training intervention. T1 (Post-intervention): Immediately following the completion of the 6-month training program. T2 (Follow-up): Six months after the conclusion of the training to evaluate the sustainability

3. Name of the measurement:Change from Baseline in Mean Collaboration and Satisfaction with Care Decisions (CSACD) Score at 6 Months. Measurement tool: Collaboration and Satisfaction with Care Decisions (CSACD) Scale

   Unit of measure: Mean total score on the Collaboration and Satisfaction with Care Decisions (CSACD) scale.

   Perceived collaboration and satisfaction with care decisions will be assessed using the Collaboration and Satisfaction with Care Decisions (CSACD) Scale, a validated, structured, self-administered questionnaire. The CSACD includes 9 items, with a Collaboration subscale (7 items) and a Satisfaction subscale (2 items), rated on a 7-point Likert scale. Item responses are combined to generate a total score representing overall perceived collaboration and satisfaction with care decisions. The outcome measure is defined as the change in mean CSACD total score from baseline to 6 months.

   Measured: T0: Baseline (before the training intervention). T1: Post-intervention (immediately following the 6-month training period). T2: Long-term follow-up (6 months after completing the training).

4. Name of the measurement: Change from Baseline in Mean Professional and Team Commitment Scores at 6 Months as Assessed by the Professional and Team Commitment Questionnaire. Tool measurement: Professional and Team Commitment Questionnaire

   Unit of measure: Mean subscale scores on the Professional Commitment scale (12 items; range 12-60) and the Team Commitment scale (5 items; range 5-25). Professional and team commitment will be assessed using the Professional and Team Commitment Questionnaire, a structured, self-administered questionnaire designed to evaluate levels of commitment to one's profession and to the interprofessional team. The questionnaire assesses key dimensions of professional and team commitment, including identification with professional roles, engagement in team activities, and commitment to collaborative work. Participants respond to a series of items using a standardized response scale, and item responses are combined to generate a total score representing overall professional and team commitment. Higher total scores indicate greater levels of professional and team commitment. The outcome measure is defined as the change in mean Professional and Team Commitment total score from baseline to 6 months.

   Measured: T0: Baseline (prior to the training intervention). T1: Post-intervention (immediately following the 6-month training period). T2: Follow-up (6 months after the completion of the training).

5. Name of the measurement: Change from Baseline in Mean Work-related Self-Efficacy Score at 6 Months as Assessed by the Personal Accomplishment Subscale of the MBI Measurement tool: Maslach Burnout Inventory (MBI) - Personal Accomplishment Subscale

   Unit of measure: Mean score on the Personal Accomplishment subscale of the Maslach Burnout Inventory (MBI).

   Work-related self-efficacy will be assessed using the Personal Accomplishment Subscale of the Maslach Burnout Inventory (MBI), a structured, self-administered questionnaire designed to evaluate individuals' feelings of competence and achievement in their professional work. The Personal Accomplishment Subscale measures key aspects of work-related self-efficacy, including perceived effectiveness, accomplishment, and competence in performing job-related tasks. Participants respond to a series of items using a standardized response scale, and item responses are combined to generate a total subscale score representing overall work-related self-efficacy. Higher scores indicate greater work-related self-efficacy. The outcome measure is defined as the change in mean Personal Accomplishment subscale score from baseline to 6 months.

   Measured: Baseline (T0), immediately post-training (T1: ~1 month), and 6-month follow-up (T2).

Timeline

From the start of the study to its completion; the mark is today. Estimated dates are the sponsor’s plan.

1. First posted22 Jan 2026
2. Study start15 Feb 2026 (estimated)
3. Primary completion15 Feb 2028 (estimated)
4. Study completion15 Feb 2028 (estimated)

Resources

• Official record on ClinicalTrials.govThe registry entry this page is built from, with its full change history.
• Other trials for Interprofessional RelationsStudies of the same condition, open and under way.
• What the trial phases meanHow a treatment moves from first tests in people to approval.

More details

For doctors and researchers: how the study is designed, who runs it, and its registry IDs.