181 8 SUMMARY was the most reported need (95.7%). Regression analyses indicated that not seeking treatment was most strongly related to the preference for self-management and no intention to seek treatment was most strongly related to a lower belief that treatment is effective and not having had positive earlier experiences with treatment seeking. In chapter 4 we examined barriers to and facilitators for disclosure of MHI to a supervisor using a qualitative focus group study examining multiple perspectives, namely military personnel with (N=20) and without MHI (N=10) and mental health professionals (N=16). Five barriers to disclosure were identified, with most being stigma-related; (1) fear of negative career consequences, (2) fear of social rejection, (3) lack of leadership support, (4) lack of skills to talk about MHI, and (5) a masculine workplace culture. Additionally, three facilitators were identified; (1) anticipated positive consequences of disclosure, (2) leadership support, and (3) when MHI are work-related. The views of the different perspectives were highly congruent. Following, in chapter 5, a quantitative questionnaire study examining the disclosure of MHI to a supervisor was used to confirm and expand the findings of the qualitative study. Both the perspectives of military personnel with (N=324) and without MHI (N=554) were included. Common beliefs and attitudes pro non-disclosure were the preference to solve one’s own problems (68.3%), the preference for privacy (58.9%), and a variety of stigma-related concerns, such as the fear of negative career consequences (28.4%). Common beliefs and attitudes pro disclosure were that personnel wanted to be their true and authentic selves (93.3%) and the desire to act responsibly towards work colleagues (84.5%). The most reported need for future disclosure was having a supervisor who shows understanding for MHI (96.8%). Furthermore, the following factors were associated both with non-disclosure intentions and decisions: a higher preference for privacy and self-management, higher stigma-related concerns, and lower quality of supervisor-employee relationship Finally, in chapter 6, a quantitative questionnaire study was used to examine actual disclosure decisions and experiences, including the association between these decisions and experiences and sustainable employability and well-being at work. This study only included military personnel with MHI (N=323). The results showed that the disclosure decision (yes/no) was not significantly associated with any of the measures of sustainable employability and well-being at work. However, having a general positive experience with disclosure was significantly associated with higher scores on almost all measures of sustainable employability and well-being at work. This emphasizes the importance of the work environment’s reactions to disclosure in the workplace. Those with negative disclosure experiences reported significantly more shame and discrimination while those with a positive disclosure experience reported significantly more supervisor support.
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