The effectiveness of family physician teams under the county medical community is low, and the current status of team management is not yet clear, the perceived status of team management for members with different characteristics is not yet clear.

To understand the current situation of family doctor team management under the county medical community, and to provide a basis for further refinement and improvement of family doctor team management.

From October to December 2022, a total of 1 724 key members of 429 family doctor teams under the county medical communities in Hubei Province were surveyed using a self-developed questionnaire, which included the management of team configurations, the management of team interactions and the results of team management. Differences in perceptions of team management between family doctor team members with different characteristics were analysed using chi-squared test and ANOVA, and Pearson correlation was used to analysis the correlation between team interaction management and team management outcome factors.

Among 1 724 survey respondents, 62.9% (1 084/1 724) perceived that team assessment and incentive measures were effective, and 88.7% (1 530/1 724) perceived that they had a reasonable allocation of family doctor team personnel. The respondents had a score of (22.3±5.3) for the intensity of internal team interactions and a score of (22.0±5.3) for the perceived intensity of the team's interaction and liaison with the outside. Regarding family doctor team members' perception of team management results, team members' perceived team goal achievement, i.e., team task performance, scored (33.1±7.4), perceived satisfaction with the team scored (22.3±4.9), and perceived team's ability and potential for future development scored (27.9±6.3), while the total scores of the three dimensions were 0-36, 0-24, 0-30. Comparison of team configuration management, team interaction management, and perceptions of team management outcomes between family doctor team members of different positions, titles, and ages showed statistically significant differences (P<0.05). There was a positive correlation between team interaction management factors and team management outcome factors (P<0.05) .

Family doctor team members perceive that team configuration management is relatively good, and there is still room for improvement in team assessment and incentives; family doctor team interactions are better managed, and team interactions play an important role in improving team management results; family doctor team members have a better perception of team management results, and perceive task performance to be lower than satisfaction and development ability; there are large differences in the perceptions of team management among family doctor team members of different positions, titles, and age groups.

县域医共体下家庭医生团队效能不高，团队管理现状尚不明确，不同特征成员的团队管理感知情况亦不明晰。

了解县域医共体下家庭医生团队管理现状，为进一步完善家庭医生团队管理提供依据。

于2022年10—12月，采用课题组自行设计的问卷对湖北省内县域医共体下429个家庭医生团队的1 724名主要成员进行调查，调查内容包括团队配置管理、团队互动管理及团队管理结果等。采用χ²检验、单因素方差分析对不同特征家庭医生团队成员的团队管理感知差异进行分析，采用Pearson相关分析探讨团队互动管理因素与团队管理结果因素的相关性。

1 724名调查对象中，62.9%（1 084/1 724）的成员感知团队考核激励措施为有效，88.7%（1 530/1 724）的成员感知拥有合理的家庭医生团队人员配置；对团队互动管理的感知方面，团队内部互动强度得分为（22.3±5.3）分，团队外部互动强度得分为（22.0±5.3）分；对团队管理结果的感知方面，团队目标实现（即团队任务绩效）得分为（33.1±7.4）分（总分为0~36分），团队满意度得分为（22.3±4.9）分（总分为0~24分），团队发展潜力得分为（27.9±6.3）分（总分为0~30分）。不同岗位、不同职称、不同年龄段家庭医生团队成员团队配置管理、团队互动管理、团队管理结果感知情况比较，差异有统计学意义（P<0.05）。团队互动管理因素与团队管理结果因素之间存在线性正相关关系（P<0.05）。

家庭医生团队成员感知团队配置管理情况相对良好，团队考核激励措施仍有改善空间；家庭医生团队互动管理较佳，团队互动对团队管理结果提升具有重要作用；家庭医生团队成员对团队管理结果感知较好，感知任务绩效低于满意度和发展能力；不同岗位、职称、年龄段的家庭医生团队成员对团队管理感知差异较大。