131 6 DISCLOSURE AND SUSTAINABLE EMPLOYABILITY AND WELL-BEING AT WORK Specific disclosure experiences Following the question about the general experience, participants received statements about specific experiences and were asked to indicate on a 4-point scale whether they completely disagreed – completely agreed. An overview of the statements can be found in Table 4. Those who had disclosed received 15 statements (e.g. “I felt supported by my supervisor’ and ‘I would have preferred to solve my own problems’). Those who had not disclosed received 12 statements (e.g. ‘Because I did not disclose, there were no negative consequences for my career’ and ‘I am glad my MI remained private’). Statements were developed based on earlier research into disclosure experiences and included positive and negative factors contributing to the general experience (24, 27, 28, 41, 42). All the participants that disclosed, received the same statements, and all the participants that did not disclose received the same statements. This means that those with a positive general experience and those with a negative general experience, both received statements about positive as well as negative factors contributing to the general experience. This was done, as positive and negative specific experiences can occur at the same time. Presence of a certain specific experience was assessed by combining ‘agree’ and ‘completely agree’. Measures of sustainable employability and well-being at work For the current study, several measures were used for sustainable employability and well-being at work, combining more traditional measures with more novel measures. Turn-over intention Turn-over intention was measured using 3 items from the QEEW (36) (e.g. ‘I am planning to switch jobs in the coming year’). The items were on a 5-point scale, ranging from ‘completely disagree’ to ‘completely agree’. The mean score was used for further analyses. Work ability To assess work ability, a single item from the work ability index (WAI) was used. For this item, a person is asked to rate their current work ability compared with the life-time best, with a possible score of 0 (‘completely unable to work’ to 10 ‘work ability at its best’) (43). Burn-out Burn-out was measured using the UBOS (44), a 15 item measure on a 7-point ranging from ‘never’ to ‘always’. The UBOS includes the subscales ‘emotional exhaustion’, ‘depersonalization’ and ‘personal accomplishment’. The items related to personal accomplishment were recoded. A mean score of the subscales was used for further analyses.
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