144 6 CHAPTER 6 was positive about their decision, and that positive experiences were associated with higher sustainable employability and well-being at work. Another disadvantage of the cross-sectional design used, is that sustainable employability and well-being at work was only assessed at one point in time, while ideally it should be assessed throughout the working life of a person (8). Future research should study disclosure decision, disclosure experiences and sustainable employability and well-being at work longitudinally. Second, an important limitation of the current study is that it only included active-duty military personnel. This means that those who had left the military, possibly after MI and disclosing, were not included in this study. Those with the most negative consequences of disclosure, such as loss of employment, were not represented in this study. Additionally, no data was available on time since disclosure, so no indication can be given about the time that military personnel have worked after their decision. Future research is needed to gain insight into this group, military personnel who have left active service. Third, only a small sample of participants was included that did not disclose and were negative about this decision. This might explain the non-significant differences between those who are positive and negative about non-disclosure. Additionally, general (non-) disclosure experience was measured with a scale composing of two negative and two positive responses and no neutral response option. This forced participants to choose between a general positive or negative experience, while these experiences can cooccur. This might also explain the non-significant differences between those with a general positive and those with a general negative experience with non-disclosure. Fourth, lower ranked and lower-educated military personnel were underrepresented in this study. Comparisons showed that lower ranking and lower educated personnel were less likely to have completed the questionnaire once started. Possibly, the questionnaire was hard to answer. Previous research has shown that younger and lower educated workers disclosed less (27), so disclosure rates in the current study might be an overestimation of the true rates. Fifth, the current study did not include possibly important measures of individual differences such as personality traits and self-concept traits. These measures could also partly explain the results, as they can affect both the judgment about disclosure experience as the judgment about sustainable employability and well-being at work. For example, neuroticism could possibly be association with the disclosure decision (54), disclosure experiences and sustainable employability and well-being at work (55). Future research should thus also include measures of individual differences, such as personality traits, to account for this.
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