129 6 DISCLOSURE AND SUSTAINABLE EMPLOYABILITY AND WELL-BEING AT WORK being able to advance in your career, or not being able to what you like best about your work (24). Also, research suggests that disclosure might lead to more negative consequences in these types of occupations (22). This makes it even more important to study disclosure and consequences for sustainable employability and well-being within high-risk occupations. Additionally, research on disclosure in the military is scarce (24, 33), and previous research has mainly focused on treatment seeking in the military and not on disclosure to a supervisor (32). The current study aims to gain insight the association between MI (non-)disclosure decisions and experiences and sustainable employability and well-being at work. Specifically, the research questions of the current study were (1) ‘What is the association between disclosure decision (disclosure vs. non-disclosure) and sustainable employability and well-being at work?’ (2) ‘What is the association between disclosure experiences (positive vs. negative) and sustainable employability and well-being at work?’ and (3) ‘What experiences do military personnel have concerning the (non-)disclosure decision (positive vs. negative), and what factors explain these experiences (how do those with a positive experience differ from those with a negative experience)?’ METHOD Design A cross-sectional observational design with an online questionnaire was used. The questionnaire also contained more topics for other studies, e.g. treatment seeking for MI (34) and disclosure of MI to a supervisor (manuscript submitted for publication). The strobe-checklist was used to report this study (35). The study took place within the Dutch military. Participant recruitment Data were collected between January and February of 2021. Active-duty military personnel who had been on deployment were recruited for this study. For the larger questionnaire study including more topics, it was important that both personnel with and without mental illness would be represented in the sample. To ensure this, existing data from the questionnaire that personnel had received after deployment were used. Those who had been on deployment for 30 days or longer received this questionnaire 6 months after their deployment. It includes scores on depression, aggression, alcohol abuse, and PTSD. A stratified sample, based on gender, age, military division, and rank, of personnel was approached (N = 1000 with indication of mental illness and N = 1000 without). At the start of the questionnaire, personnel were asked whether they have (had) MI (self-reported). Only personnel who indicated having (had) MI were included in the current study (N=323). All personnel were invited at the same time, both by
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