Method: Cross-sectional data was collected from counselors (n=77), peer educators (n=84), and case managers (n=100) in 36 NYC agencies. Descriptive and multiple regression analyses were performed. Two blocks of variables were entered into the multiple regression analysis. In the first stage, the control variables (sociodemographics) and nonmodifiable characteristics (provider type) were entered with the dependent variables (interprofessional collaboration: interdependence, professional activities, flexibility, collective ownership of goals, and reflection on process). In subsequent stages, interdependent variables (intrapersonal and job characteristics) were entered.
Results: Most of the HIV-service providers identified as black and female, and had been working for their agencies for a year. Among the three provider types, key differing factors that influence providers’ engagement in IPC include racial identity, professional licensure, HIV training, efficacy, knowledge, and understanding of the community. Peer educators and case managers who self-identified as Native American, Native Hawaiian, or Asian were marginally associated with exhibiting less flexibility (p-value < 0.1). Black case managers were found to engage in significantly fewer professional activities (p-value < 0.05) than black counselors. Compared to counselors, case managers (p-value < 0.05) and those peer educators with professional licenses (p-value < 0.1) were associated with less collective ownership. Greater understanding of the community among case managers was associated with greater interdependence (p-value < 0.1), engagement with professional activities (p-value < 0.1) and reflection (p-value < 0.05). compared with counselors. Case managers who received HIV-prevention training (p-value < 0.1) were less likely to engage in professional activities compared with counselors. Efficacy was positively associated with greater collective ownership of goals for everyone except case managers. Providers with greater knowledge had higher reflection scores (p-value < 0.05), with the exception of case managers, who had a marginally significant negative association between knowledge and reflection scores (p-value < 0.10).
Conclusions and Implications: Findings indicate that policy makers should assist agencies in developing human and financial resources to assist with professional social networking opportunities through which knowledge can be shared, racial sensitivity trainings can be delivered, and updated employee lists can be circulated.