Employee Decision-Making About Disclosure of a Mental Disorder at Work
Employee Decision-Making About Disclosure of a Mental Disorder at Work
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DOI：
10.1007/s10926-014-9504-y
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发表时间：
2014-12-01
影响因子：
3.3
通讯作者：
Dewa, Carolyn S.
中科院分区：
文献类型：
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作者：
Toth, Kate E.;Dewa, Carolyn S.
对耻辱的恐惧可能导致员工选择不披露工作场所的精神障碍，从而限制了通过工作场所住宿寻求帮助。研究表明，各种因素被认为是在决策有关的披露可隐藏的污名化属性，但有限的文献探讨这种决策的精神障碍和工作的背景下。本研究的目的是建立一个在工作环境中针对心理健康问题的披露模型。方法对加拿大一所高等教育机构的13名员工进行深入访谈。根据扎根理论的方法，通过开放，选择性和理论编码的过程中进行数据分析。结果调查结果表明，员工开始从默认的位置，不披露，这是由于害怕被污名化的精神障碍的结果在工作场所。为了从默认的位置移动，员工需要一个披露的理由。决策过程本身就是一个风险-收益分析，在此过程中，员工在评估现有环境时权衡风险和收益，该模型确定害怕污名化是工作中披露的问题之一，并描述了披露决策过程。结论了解员工如何在工作场所做出有关披露的决定，可以为组织政策，实践和计划提供信息，以改善被诊断患有精神障碍的个人在工作中的经历。研究结果表明，可能的干预策略，在教育，政策和文化，以减少在工作场所的精神障碍的耻辱。
Purpose Fear of stigma may lead employees to choose not to disclose a mental disorder in the workplace, thereby limiting help-seeking through workplace accommodation. Research suggests that various factors are considered in making decisions related to disclosure of concealable stigmatizing attributes, yet limited literature explores such decision-making in the context of mental disorder and work. The purpose of this grounded theory study was to develop a model of disclosure specific to mental health issues in a work context. Methods In-depth interviews were conducted with 13 employees of a post-secondary educational institution in Canada. Data were analyzed according to grounded theory methods through processes of open, selective, and theoretical coding. Results Findings indicated that employees begin from a default position of nondisclosure that is attributable to fear of being stigmatized in the workplace as a result of the mental disorder. In order to move from the default position, employees need a reason to disclose. The decision-making process itself is a risk-benefit analysis, during which employees weigh risks and benefits within the existing context as they assess it. The model identifies that fear of stigmatization is one of the problems with disclosure at work and describes the disclosure decision-making process. Conclusions Understanding of how employees make decisions about disclosure in the workplace may inform organizational policies, practices, and programs to improve the experiences of individuals diagnosed with a mental disorder at work. The findings suggest possible intervention strategies in education, policy, and culture for reducing stigma of mental disorders in the workplace.