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This delay causes missed opportunities for support and workplace accommodations which may help to avoid adverse occupational outcomes. The current study aims to examine disclosure-related beliefs, attitudes and needs, to create a better understanding of personnel\u2019s disclosure decision making.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Design<\/jats:title>\n                    <jats:p>A cross-sectional questionnaire study among military personnel with and without MHI. Beliefs, attitudes and needs regarding the (non-)disclosure decision to a supervisor were examined, including factors associated with (non-)disclosure intentions and decisions. Descriptive and regression (logistic and ordinal) analyses were performed.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Setting<\/jats:title>\n                    <jats:p>The study took place within the Dutch military.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Participants<\/jats:title>\n                    <jats:p>Military personnel with MHI (n=324) and without MHI (n=554) were participated in this study.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Outcome measure<\/jats:title>\n                    <jats:p>(Non-)disclosure intentions and decisions.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Results<\/jats:title>\n                    <jats:p>\n                      Common beliefs and attitudes\n                      <jats:italic>pro non-disclosure<\/jats:italic>\n                      were the preference to solve one\u2019s own problems (68.3%), the preference for privacy (58.9%) and a variety of stigma-related concerns. Common beliefs and attitudes\n                      <jats:italic>pro disclosure<\/jats:italic>\n                      were that personnel wanted to be their true authentic selves (93.3%) and the desire to act responsibly towards work colleagues (84.5%). The most reported need for future disclosure (96.8%) was having a supervisor who shows an understanding for MHI. The following factors were associated both with non-disclosure intentions and decisions: higher preference for privacy (OR (95%\u2009CI))=(1.99 (1.50 to 2.65)\n                      <jats:sub>intention<\/jats:sub>\n                      , 2.05 (1.12 to 3.76)\n                      <jats:sub>decision<\/jats:sub>\n                      ) and self-management (OR (95%\u2009CI))=(1.64 (1.20 to 2.23)\n                      <jats:sub>intention<\/jats:sub>\n                      , 1.79 (1.00 to 3.20)\n                      <jats:sub>decision<\/jats:sub>\n                      ), higher stigma-related concerns (OR (95%\u2009CI))=(1.76 (1.12 to 2.77)\n                      <jats:sub>intention<\/jats:sub>\n                      , 2.21 (1.02 to 4.79)\n                      <jats:sub>decision<\/jats:sub>\n                      ) and lower quality of supervisor\u2013employee relationship (OR (95%\u2009CI))=(0.25 (0.15 to 0.42)\n                      <jats:sub>intention<\/jats:sub>\n                      , 0.47 (0.25 to 0.87)\n                      <jats:sub>decision<\/jats:sub>\n                      ).\n                    <\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Conclusion<\/jats:title>\n                    <jats:p>To facilitate (early-)disclosure to a supervisor, creating opportunities for workplace support, interventions should focus on decreasing stigma and discrimination and align with personnels\u2019 preference for self-management. Furthermore, training is needed for supervisors on how to recognise, and effectively communicate with, personnel with MHI. Focus should also be on improving supervisor\u2013employee relationships.<\/jats:p>\n                  <\/jats:sec>","DOI":"10.1136\/bmjopen-2022-063125","type":"journal-article","created":{"date-parts":[[2023,4,12]],"date-time":"2023-04-12T13:12:08Z","timestamp":1681305128000},"page":"e063125","update-policy":"https:\/\/doi.org\/10.1136\/crossmarkpolicy","source":"Crossref","is-referenced-by-count":8,"title":["Mental health issues and illness and substance use disorder (non-)disclosure to a supervisor: a cross-sectional study on beliefs, attitudes and needs of military personnel"],"prefix":"10.1136","volume":"13","author":[{"ORCID":"https:\/\/orcid.org\/0000-0002-3908-9861","authenticated-orcid":false,"given":"Rebecca","family":"Bogaers","sequence":"first","affiliation":[{"name":"Tranzo, Scientific Center for Care and Wellbeing, Tilburg University, Tilburg School of Social and Behavioral Sciences, Tilburg, The Netherlands"},{"name":"Brain Research and Innovation Centre, Dutch Ministry of Defence, Utrecht, The Netherlands"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0000-0003-3479-2379","authenticated-orcid":false,"given":"Elbert","family":"Geuze","sequence":"additional","affiliation":[{"name":"Brain Research and Innovation Centre, Dutch Ministry of Defence, Utrecht, The Netherlands"},{"name":"Department of Psychiatry, Brain Center Rudolf Magnus, University Medical Center Utrecht, Utrecht, The Netherlands"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"given":"Jaap","family":"van Weeghel","sequence":"additional","affiliation":[{"name":"Tranzo, Scientific Center for Care and Wellbeing, Tilburg University, Tilburg School of Social and Behavioral Sciences, Tilburg, The Netherlands"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"given":"Fenna","family":"Leijten","sequence":"additional","affiliation":[{"name":"Directorate-General of Policy, Directorate of Strategy and Knowledge, Dutch Ministry of Defence, Den Haag, The Netherlands"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"given":"D","family":"van de Mheen","sequence":"additional","affiliation":[{"name":"Tranzo, Scientific Center for Care and Wellbeing, Tilburg University, Tilburg School of Social and Behavioral Sciences, Tilburg, The Netherlands"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"given":"N","family":"Greenberg","sequence":"additional","affiliation":[{"name":"King\u2019s Centre for Military Health Research, King\u2019s College London, London, UK"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"given":"A D","family":"Rozema","sequence":"additional","affiliation":[{"name":"Tranzo, Scientific Center for Care and Wellbeing, Tilburg University, Tilburg School of Social and Behavioral Sciences, Tilburg, The Netherlands"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"given":"Evelien","family":"Brouwers","sequence":"additional","affiliation":[{"name":"Tranzo, Scientific Center for Care and Wellbeing, Tilburg University, Tilburg School of Social and Behavioral Sciences, Tilburg, The Netherlands"}],"role":[{"vocabulary":"crossref","role":"author"}]}],"member":"239","published-online":{"date-parts":[[2023,4,12]]},"reference":[{"key":"2025121300050088000_13.4.e063125.1","doi-asserted-by":"crossref","first-page":"36","DOI":"10.1186\/s40359-020-00399-0","article-title":"Social stigma is an underestimated contributing factor to unemployment in people with mental illness or mental health issues: position paper and future directions","volume":"8","author":"Brouwers","year":"2020","journal-title":"BMC Psychol"},{"key":"2025121300050088000_13.4.e063125.2","doi-asserted-by":"publisher","DOI":"10.1080\/15487768.2011.598101"},{"key":"2025121300050088000_13.4.e063125.3","doi-asserted-by":"crossref","DOI":"10.1186\/1471-244X-12-11","article-title":"Systematic review of beliefs, behaviours and influencing factors associated with disclosure of a mental health problem in the workplace","volume":"12","author":"Brohan","year":"2012","journal-title":"BMC Psychiatry"},{"key":"2025121300050088000_13.4.e063125.4","doi-asserted-by":"crossref","first-page":"365","DOI":"10.1007\/s10926-021-09998-z","article-title":"In what ways does health related stigma affect sustainable employment and well-being at work? 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