OBJECTIVE: To demonstrate Malaysia's experience in implementing ICD-11, from data collection to downstream data use applications.

METHOD AND IMPLEMENTATION: We describe improvements to existing data source systems and downstream data applications. For non-HIS and HIS (ICD-10) systems, data were manually entered into the health management information system equipped with ICD-11 or automatically mapped from ICD-10 to ICD-11. Following these system improvements, we collected and reported ICD-11 data from all hospitals nationwide, regardless of the individual systems' status in ICD-11 use.

DISCUSSION: Lessons learnt related to legacy systems; ICD-11 releases and system updates; mapping; reporting; human resources and related applications.

CONCLUSION: With careful planning, standardisation of the collection and use of ICD-11 data can be accomplished with limited resources and in a complex environment with heterogeneous systems.

DESIGN/METHODOLOGY/APPROACH: The proposed model was tested by using multisource data collected across two points in time from final year nursing students and medical dispensers of five nursing colleges of south-Punjab, Pakistan. The model was analyzed with Mplus for random coefficient models for direct effects, mediated moderation, and UCINET for central tendency of creative idea validation.

FINDINGS: It was found that relationship conflicts with co-workers were negatively related to their validation of creative ideas. However, supervisory support and team affective tone independently attenuate the negative effects of relationship conflicts with co-workers and the validation of creative ideas. Positive affective tone emerged as a positive predictor of creative idea validation. Additionally, positive affective tone as affected by supervisory support attenuated the negative relationship between relationship conflicts with co-workers and their validation of creative ideas. Finally, the relationship between relationship conflicts with co-workers and their validation of creative ideas is more positive when both supervisory support and positive affective tone are high, however, low otherwise.

PRACTICAL IMPLICATIONS: This study will help policymakers understand what might be hindering the transfer of creative ideas to influential others (Leaders, Managers, etc.) and what they need to do to enhance the creative pool of their organizations. Although developing an environment that fosters creativity is important for the organizations, developing strategies to manage relationship conflicts related to supervisory support and positive affective tone will help transfer creative ideas to higher offices even when there are dysfunctional conflicts.