Date of Award
2025
Degree Type
Dissertation
Degree Name
Doctor of Business Administration (DBA)
Department
Business Administration
First Advisor
Jessica Strübel-Bickerstaff
Second Advisor
Sean Edmund Rogers
Abstract
Purpose. The purpose of this study is to examine the relationship between employees’ disclosure of mental health conditions in the workplace and these employees’ sentiments, feelings, and associated outcomes. Utilizing constructs of job satisfaction, affective commitment, normative commitment, motivation, and turnover intentions, the research aims to understand quantifiable differences in the employment experience between employees who disclose and do not disclose (non-disclosure) mental health conditions, as well as the mediating roles of human resources management (HRM), supervisors support, and employee authenticity. Through self-reported data detailing employees’ disclosure experiences, the research also aims to understand the disclosure conversation's specific impact on sentiments.
Method. This study utilizes the data from 572 U.S. employees with mental health conditions: 282 have disclosed and 290 have not disclosed their mental health condition. Using a mixed-method convergence approach, MANCOVA and Hayes Process Model 4 are used to explore the measurable differences between those who disclose and those who do not disclose, while affective analysis and thematic analysis were used for qualitative analyses to understand the feelings and outcomes of the disclosure conversation.
Findings. While mental health condition disclosure is often associated with stigma and adverse outcomes such as discrimination and fear of job loss, this study demonstrates that employees who disclose their mental health conditions have significantly higher job satisfaction, affective and normative commitment, and motivation and significantly lower turnover intentions when compared with those who do not disclose. Further, the study demonstrates HRM, supervisors' support, and authenticity as significant mediators in the relationship between disclosure and these employee sentiments. The qualitative study further supports this by demonstrating that over 50% of those who disclose their mental health conditions tend to have positive feelings and that 79% report positive outcomes such as relief, support, and understanding.
Implications. Practical implications for human resources, business leaders, and employees are discussed to develop a more inclusive workplace that will lead to positive experiences for employees with mental health conditions. Additionally, implications for mental health providers and theoretical perspectives are proposed.
Originality. This research explores mental health disclosure from the perspective of the employees themselves. Additionally, through the convergence design, the study utilizes quantitative and qualitative data to triangulate and validate the positive sentiments and outcomes of disclosure in the workplace.
Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 License.
Recommended Citation
Winkel, Steve G., "THE RELATIONSHIP BETWEEN MENTAL HEALTH DISCLOSURES, EMPLOYEE SENTIMENTS AND TURNOVER INTENTION IN THE WORKPLACE" (2025). Open Access Dissertations. Paper 4433.
https://digitalcommons.uri.edu/oa_diss/4433
Included in
Business Administration, Management, and Operations Commons, Mental and Social Health Commons, Organizational Behavior and Theory Commons