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PurposeThis paper aims to answer the question of how, why and when abusive supervision affects employee creativity. Drawing on the conservation of resources theory, this paper examines the direct and indirect (via psychological distress) effects of abusive supervision on employee creativity. It further investigates the boundary conditions imposed by employees' perceived distributive and procedural justice in the relationships between abusive supervision, psychological distress and employee creativity.Design/methodology/approachThe study uses multi-sourced and time-lagged data collected in three waves from a survey of employees-supervisor dyads working in the Chinese manufacturing sector. In the first wave, the authors received data from 347 employees on perceived abusive supervision and perceived distributive and procedural justice. In the second wave, 320 employees shared their perceptions of psychological distress at work. In the third wave, the authors received ratings for employee creativity from the direct supervisors of 300 employees. The data were analyzed using bootstrapped moderated mediation procedures.FindingsThe findings revealed a significant negative influence of abusive supervision on employee creativity both directly and indirectly in the presence of perceived psychological distress. However, distributive and procedural justice was found to mitigate the negative impact of abusive supervision on employee creativity.Practical implicationsAbusive supervision has adverse consequences for employees' creativity because it affects their psychological health. HR and top management should prioritize addressing abusive supervision first and foremost to boost employee creativity in the workplace. Managers should give employees opportunities for participation and foster a climate of fairness in the organization to mitigate the harmful consequences of abusive supervision.Originality/valueTo the best of the authors' knowledge, this is the first empirical study that examines the psychological distress-based mechanism in the relationship between abusive supervision and creativity while considering the interactive effects of distributive and procedural justice. It addresses an important research gap in the literature by proposing that organizational perceived distributive and procedural justice can mitigate the detrimental effects of abusive supervision.

BACKGROUND: The Australian government has implemented a compulsory aged care accreditation system to guide and monitor the risk management approach in registered residential aged care (RAC) homes. This research assessed the contribution of electronic health records (EHR) to risk management in RAC homes in relation to the extent that aged care accreditation fulfils its role. METHODS: A convenience sample of 5560 aged care accreditation reports published from 2011 to 2018 was manually downloaded from the Accreditation Agency web site. A mixed-method approach of text data mining and manual content analysis was used to identify any significant differences in failure to meet accreditation outcomes among the RAC homes. This took account of whether EHR or paper records were used, year of accreditation, and size and location of the homes. RESULTS: It appears that aged care accreditation was focused on structure and process, with limited attention to outcome. There was a big variation between homes in their use of measurement indicators to assess accreditation outcomes. No difference was found in outcomes between RAC homes using EHR and those using paper records. Only 3% of the RAC homes were found to have failed some accreditation outcomes. Failure in monitoring mechanism was the key factor for failing many accreditation outcomes. The top five failed outcomes were Human Resource Management, Clinical Care, Information Systems, Medication Management and Behavioural Management. CONCLUSIONS: Sub-optimal outcomes have limited the effectiveness of accreditation in driving and monitoring risk management for care recipient safety in RAC homes. Although EHR is an important structure and process component for RAC services, it made a limited contribution to risk management for accreditation in Australian RAC homes. Either EHR was not effective, or the accreditation process was not robust enough to recognize its influence. Aged care accreditation in Australia needs to develop further outcome-based measures that are supported by ...

AbstractStigma reduction research finds that brief interactions with a person with mental illness can reduce prejudiced attitudes. We examined whether this finding extends to real relationships over an extended period of time. First‐year college roommate dyads, one of whom reported a mental illness diagnosis participated in a longitudinal study (N = 166 dyads across three American universities). Based on contact theory, we tested whether mental illness prejudice declines when: (a) the student with mental illness disclosed that information to their roommate; (b) the roommate perceived the disclosure; and (c) the roommate relationship was close. Registered analyses showed that student disclosure predicted roommate perception (β = .52, p < .001), but roommate perception of the disclosure did not significantly predict reduced prejudice from the start to the end of the academic year (β = −.13, p = .172). Relationship closeness did not moderate how likely roommates were to perceive students' disclosures. Notably, overall levels of mental illness prejudice were very low in this American college sample, suggesting that the value of stigma interventions may depend on the context. Directions for future research and social policy implications are discussed.