Objective Little attention has been focused on Asian American breast cancer survivor's psychological needs. No outcome based psychosocial interventions have been reported to target at this population. Expressive writing interventions have been previously shown to improve health outcomes among non-Hispanic white breast cancer populations. This pilot study aimed to test the cultural sensitivity, feasibility, and potential health benefits of an expressive writing intervention among Chinese-speaking breast cancer survivors. Methods Participants (N=19) were asked to write about their deepest thoughts and feelings, their coping efforts, and positive thoughts and feelings regarding their experience with breast cancer each week for three weeks. Health outcomes were assessed at baseline, three, and six months after the intervention. A Community-Based Participatory Research Approach (CBPR) is used. Results Expressive writing was associated with medium and large effect sizes (ηp2= 0.066~0.208) in improving multiple health outcomes (quality of life, fatigue, posttraumatic stress, intrusive thoughts, and positive affect) at follow-ups. Participants perceived the study to be valuable. The study yielded high compliance and completion rates. Conclusion Expressive writing is associated with long-term improvement of health outcomes among Chinese breast cancer survivors and has the potential to be utilized as a support strategy for minority cancer survivors. In addition, CBPR is valuable in improving feasibility and cultural sensitivity of the intervention in understudied populations. Future studies employing randomized controlled trial designs are warranted.

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We have learned a great deal about the negative consequences of abusive supervision, but little attention has been paid to supervisors’ motives for engaging in abusive behavior. This is an important gap in the literature because the consequences of abusive supervision are likely to differ depending on its attributed motive. The current study extends the literature on abusive supervision by refining the attributed motives of abusive supervision and by examining how the attributed motives influence the negative effects of abusive supervision on leader–member exchange (LMX) and withdrawal behaviors (work withdrawal and job withdrawal). Specifically, we develop a conditional process model of abusive supervision which suggests that the negative relationship between abusive supervision and LMX is moderated by the attributed motives of abusive supervision (three motives: injury initiation, performance pressure, and personal disposition to abuse). Our results also suggest that lowered LMX resulting from abusive supervision increases victims’ work withdrawal and job withdrawal behaviors as moderated by organizational tenure. Using quantitative and qualitative data from 139 victims of abuse, we test the proposed model.

We surveyed 198 graduating college seniors at four points before and after they began a new job to examine the relationship between anticipated organizational support (AOS) and leader-member exchange (LMX) as mediated by information seeking. We found that AOS, assessed before the first day of work, was associated with subsequent LMX 3 months after work began. Furthermore, information seeking mediated the relationship between AOS and LMX. Moreover, LMX was associated with reduced psychological strain, lessened turnover intentions, and increased extra-role behaviours 6 months following the start of work. These findings indicate that anticipation of future support before the onset of employment influences newcomers' LMX and its consequences. Practitioner pointsHuman resources practitioners and managers can prepare a better transition for newcomers by cultivating a supportive and caring view of the organization before the newcomers start their job. To enhance such anticipated organization support, the organization's positive valuation of the newcomers and concern with their welfare can be emphasized during job interviews with prospective employees and training sessions. Educating supervisors to be responsive to newcomers' requests for information may contribute to their adjustment and help them meet organizational goals and objectives.