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Clinical governance is at the heart of the drive to improve the quality of patient care in the National Health Service. National targets, the National Service Frameworks and NICE Guidance are providing a top‐down mechanism to deliver this improved care. Improved patient care will not happen, however, without the active and enthusiastic participation of clinicians and clinical teams. This article sets out the mechanism that Dorset Healthcare NHS Trust, a specialist mental health and learning disability trust, has established to foster and develop the involvement of clinical teams in clinical governance. The article describes the development of team‐based clinical governance portfolios and sets out how they have been used to focus clinical teams on clinical governance activities.

The cumulative cart of data piling through the empirical journey around hospitals in Vietnam provides the clue on whether corporate social responsibility (CSR) influences clinical governance, which in turn catalyzes team processes and knowledge sharing. This paper aims to discuss these issues.

Structural equation modeling (SEM) approach served as an analyst for 341 responses returned from self‐administered structured questionnaires sent to 504 hospital members in the middle‐management position.

A model of clinical governance and knowledge sharing evolved along the process of hypothesis testing. Ethical CSR was found to nourish clinical governance in the healthcare service organizations.

The research findings shed light on the CSR‐based model of knowledge sharing which underscores the role of ethical CSR initiatives in the activation of chain effects from clinical governance through team processes to knowledge sharing.

Athletic departments play an important role in sustainability-based collaborative processes due to their boundary spanning connections with both internal and external university stakeholders. As a result, athletic department representatives have become prominent members of university participant-governed network structures. The purpose of this study is to examine the role of dedicated “athletics green teams” as a unique form of control and coordination by considering how green team interactions support and augment the collaborative network of actors who are responsible for executing athletics sustainability practices on university campuses.

A sociocentric analysis is used to explore the network of a green team at a large American university. The analysis focuses on examining the size, composition and structure of relations involving green team members that facilitated various forms of information transmission and strategic action(s).

The results highlight how the presence of the athletic department in the green team provides heterophilous and multiplex relations across the collaborative network and how the green team itself provides a unique forum for planning and coordination, which is critical for providing more sophisticated, advanced structures for sustainability.

The findings of this study should reassure practitioners involved in convening green teams that such shared governance structures add value to athletics sustainability collaborative processes. In addition, subtle changes to the network governance structures has the potential to streamline the contribution of athletic departments to university sustainability initiatives and help project a more cohesive “Athletics” sustainability message that transmits across the collaborative network.

The outcomes of dedicated athletics green teams have been explored from a largely qualitative perspective. However, this study applies a novel relational approach to understand the shared governance value-added within a largely intra-organizational collaborative network.

With the clarification of three effective methods (share holding, decision participation and promotion of technical grade) to govern R&D teams in software enterprises, the purpose of this paper is to provide an empirical investigation of the application of these methods in Chinese software enterprises.

The research is based on a quantitative approach with 34 items designed in the questionnaire to measure the indicators. All items were rated by respondents on a five‐point Likert‐type scale. In order to testify the validity of the three methods of R&D team governance, a correlation analysis and a linear regression were made to examine the relationship between these methods of R&D team governance and R&D performance.

The evidence shows that decision participation and promotion of technical grades are the two most effective methods to govern R&D teams in Chinese software enterprises, while share holding is not conducive to R&D performance. The share holding level of R&D staffs is fairly low; even “no share.” What is more important is that many software enterprises regard it as a welfare institution but not an incentive method. Therefore, the shareholding mechanism cannot enhance R&D performance. In addition, relevant regulations have not been established completely. There are many deficiencies in the process of intellectual property management of Chinese enterprises. These factors have hindered the effective performance of R&D staff.

The research findings emphasize the importance of governance of R&D teams in the Chinese software industry and highlight the critical issues that need to be addressed in order to enhance the performance of R&D staff.

The concept of R&D team governance is examined and elaborated within the context of China, which points to the need of developing new direction of R&D team management.

The necessity for effective multidisciplinary team working within increasingly complex health and social care environments has been emphasised in The NHS Plan. Good teamwork makes a critical contribution to effectiveness and innovation in health‐care delivery and it is through such teams that the agenda of quality improvement through clinical governance can be delivered at local level. The NHS Clinical Governance Support Team’s Team Resource Management Programme supports individuals who work directly with poorly performing NHS teams. A case study example illustrates how a team coach has used her experiences on the Programme to facilitate effective change in a “troubled” team in her health‐care organisation.

Purpose – To review three key areas of work managed by the Team Resource Management and Patient Safety Team (TRM), itself part of the Clinical Governance Support Team. Design/methodology/approach – Information has been collected from TRM staff, UK NHS Trust staff, research publications and reports. Findings – As treatment programmes become more complex and health care is delivered by multidisciplinary teams, the quality of care and of patient safety is ever more dependent on effective team working. External support and expertise can be effective in helping clinical teams achieve their full potential. Safety and team work practices from other domains such as aviation can be successfully translated into the work of clinical teams. Specific coaching input can also improve the effectiveness of teams and, where teams are recognised as having difficulty working together, external support in particular approaches and techniques can resolve team working problems. Originality/value – This review summarises the benefits of a healthcare support function which is specifically dedicated to the understanding, supporting and shaping of clinical teams.

The experience of implementing clinical governance in Bradford South and West Primary Care Group illustrates how an emphasis on cultural change rather than on target setting, scrutiny and enforcement is both more consistent with the primary care context and more likely to create lasting improvements. The emerging focus on governance is reviewed and its implementation in one PCG via baseline assessment, strategic planning and innovative practice is presented. Linking clinical governance with a reduction in medical autonomy, as some commentators have done, does not allow for the complexity of power and responsibility characteristic of primary care. Alternative analytic models that draw on organizational theory and on sociology are offered.

Purpose – To report on how service changes can be accelerated by working with large groups that represent all parts of a complete healthcare service or care pathway, during specific events, and using well‐defined facilitation techniques. Design/methodology/approach – Case examples are cited from the Clinical Governance Support Team's “protected time” programme and subsequent work, and specific quotes and examples from large group events are used to describe the potential impact of the approach. Findings – Established group facilitation techniques can be adapted for use in the context of a large group representative of a whole clinical system or pathway, to accelerate service improvement. Originality/value – The paper reports on the practical findings from Clinical Governance Support Team group facilitators working on large group events from a number of UK NHS Trusts.

The purpose of the study is to examine the interaction between the structure of the top management team, takeover defense mechanisms and firms rate of collective actions.

The study uses elements of agency theory, prospect theory and competitive dynamics research to develop a model for examining heterogeneity in the rate of collective actions among firms in the technology sector. A sample of 299 firm-year observations arrayed into panel regression analyses is used.

The findings from this study show a positive relationship between the size of the top management team and the count of collective actions when takeover defense mechanisms are present. Further this study finds a negative relationship between top management team ownership and collective actions when these same takeover defense mechanisms are present. Additionally, the female ratio of the top management team is negatively related to collective actions.

This study was conducted using a sample of technological firms. These relationships may not be generalizable to firms in other contexts. Further, other elements of the firm’s governance structure (i.e. board of directors or shareholders) may play an important role in the strategic decision-making process.

This study expands on existing research by linking several blocks of literature, top management team literature, competitive dynamics literature and corporate governance literature, into a model to examine firm structural characteristics on the heterogeneity in the propensity to formulate collective actions among firms.