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The Health Issue Disclosure Process in Organizational Contexts; Unveiling the Disclosure Dynamics of Health Issues at Work

Majoor, L. (2016) The Health Issue Disclosure Process in Organizational Contexts; Unveiling the Disclosure Dynamics of Health Issues at Work.

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Abstract:Organizations and employees have a reciprocal relationship in terms of well-being, which means they share a mutual interest in optimization. Nevertheless, the topic of health issue disclosure in organizational contexts is ignored by scientists. This study is an initial attempt to reveal the dynamics of the disclosure process of health issues in work environments. Components drawn from academic literature provided insights that constituted the basis of this study. Qualitative data from 58 semi-structured interviews with working citizens who disclosed or concealed health issues were retrieved and recorded. Based on the results, a comprehensive framework that comprises three disclosure process phases was developed: 1. the ‘pre-disclosure phase’ provides insights into why and how workers make disclosure decisions and presents three questions considered and three factors that affect these considerations in the decision to disclose or conceal a health issue at work; 2. the ‘disclosure event’ shows components of the disclosure and represents a variety of situations, reactions and feelings that occur during the disclosure event; and 3. the possible outcomes, ranging from positive to negative, are captured in ‘the post-disclosure phase’ on individual, dyadic and organizational level. Moreover this phase includes a learning curve, the feedback loop. This study constitutes an exploration of a neglected field of research and provides a more versatile framework for scientific and organizational use. The findings of the study contribute to a better understanding of various conditions, questions and factors that occur in the disclosure process within organizational contexts. Next to that, the results can assist organizations on both strategic and operational level. Thus the results provide insights into how organizations can use the framework to lower their costs by improving the work atmosphere and (open) culture in terms of generating people´s openness and trust. The investment will pay off because it will: a. make employees go the extra mile; b. positively affect job satisfaction, involvement and productivity; and c. reduce absence (e.g. calling in sick), job insecurity and intention to leave.
Item Type:Essay (Master)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:05 communication studies, 70 social sciences in general, 85 business administration, organizational science
Programme:Communication Studies MSc (60713)
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