Incentive Configuration Pathways for Standardization of Cancer Multidisciplinary Teams in China: A Fuzzy-Set...

This study evaluated the current implementation of incentive means and schemes in cancer multidisciplinary teams (MDTs) in China, and identified configuration pathways that affect the standardization level of MDT implementation.

A questionnaire was constructed drawing upon practical experience with the implementation of MDT and relational incentives theory. A total of 1,332 MDT members were selected to participate in the survey. The fuzzy-set qualitative comparative analysis (fsQCA) was used to explore the non-linear and synergistic influence pathways of different incentive means and schemes combinations on the standardization level of cancer MDT implementation.

Two pathways of incentive means leading to high standardization were identified: a comprehensive pathway characterized by performance rewards, autonomy, and interpersonal relationships, and an intrinsically driven pathway relying on learning/development, autonomy, and interpersonal relationships. Four pathways of incentive schemes were found, categorized into procedure‑standardized scenarios (with efficiency of performance distribution and performance evaluation standards as core) and result‑oriented scenarios (with level of performance distribution, method of distribution, and perceived team fairness as core).

The configuration pathways of incentive means indicate a substitutive effect among factors. Practitioners can flexibly emphasize specific elements based on local resources and stages, and this flexibility has policy implications for hospital governance. The pathways for incentive schemes reveal population applicability differences, so schemes should be tailored to diverse needs, enhance implementation, and prevent ineffectiveness, guiding policy makers in designing flexible regulations.