Thriving at work with ADHD: antecedents and outcomes of proactive disclosure

Cheryl K. McIntosh · Shelia A. Hyde · Myrtle P. Bell · Paul E. Yeatts

30 citations0/0 files storedEquality Diversity and Inclusion An International Journal

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Disability Education and Employment Job Satisfaction and Organizational Behavior Workplace Health and Well-being

Abstract

Purpose The purpose of this study is to examine factors relating to the decision to proactively disclose a diagnosis of attention deficit hyperactivity disorder (ADHD), a concealable stigmatized identity, before experiencing performance issues at work. These factors include stigma consciousness, psychological safety, and job demands. Proactive disclosure is also measured in relation to thriving. Design/methodology/approach Data were collected through the online research platform Prolific. Variables of interest were measured using surveys of 166 working adults who have ADHD. Path analysis was used to test the hypotheses. Findings The authors hypothesized that stigma consciousness is negatively related to proactive disclosure of ADHD at work and that psychological safety and job demands are positively related to it. The authors further hypothesized that proactive disclosure mediates the relationship between these variables and thriving at work. The results partially support these hypotheses, indicating that stigma consciousness is negatively related to proactive disclosure while psychological safety is positively related. Proactive disclosure fully mediates the relationship between stigma consciousness and thriving and partially mediates the relationship between psychological safety and thriving. Job demands relate to thriving but are not significantly related to proactive disclosure. Practical implications Organizations can help employees who have concealable disabilities to proactively disclose them and thrive by providing a psychologically safe environment where disabilities are not stigmatized. Originality/value This study diverges from previous studies by measuring positive contextual and individual factors that help employees who have ADHD to thrive in the workplace. A proactive disclosure scale is developed and validated.

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2013Diagnostic and Statistical Manual of Mental Disorders 2003Common method biases in behavioral research: A critical review of the literature and recommended remedies.1989Conservation of resources: A new attempt at conceptualizing stress.2001The job demands-resources model of burnout.2007The Job Demands‐Resources model: state of the art 1999Psychological Safety and Learning Behavior in Work Teams 1990PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK.2004Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study

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