Publication Date


Document Type


First Advisor

Finkelstein, Lisa M.

Degree Name

Ph.D. (Doctor of Philosophy)

Legacy Department

Department of Psychology


Personality and occupation


Values, ethics, and morals are important aspects of how human beings define themselves. This study examined the effects of work environment and internal need to express personal values on the behavior of value expression. In turn, the impact of work environment and value expression on work outcomes was assessed. Survey data was collected from volunteers in undergraduate and master’s level business classes (86 and 133, respectively), business school alumni volunteers (80), and acquaintance volunteers (18), resulting in a total sample of 317. Participants were asked to complete surveys including measures of work context, personal values, need for value expression, value expression, job satisfaction, work behaviors (including job withdrawal, organizational citizenship behaviors [OCB], and counterproductive work behaviors [CWB]), job performance, and demographic and employment information. The measures of work context, need for value expression, value expression, and job performance were created for this study according to accepted psychometric principles. Structural equation modeling (SEM) was used to examine the measurement properties of the survey scales through confirmatory factor analysis (CFA). Results confirmed that all of the measures were performing appropriately. SEM was then used to examine the relationships between the study variables. As predicted, Work Context and Need for Value Expression were both found to directly relate to Value Expression. Work Context directly impacted the work outcomes of Job Satisfaction, OCB, CWB, and Job Withdrawal. Significant relationships were found between Value Expression and outcomes of Job Satisfaction and CWB, partially supporting hypotheses. The hypothesis that Value Expression would mediate the relationships between Work Context and Work Outcomes was not supported. Current study results provide further support for previous climate research that has demonstrated clear links between work environment and work behavior. Findings add to previous research by providing measures to assess the work environment, an individual’s need for value expression, and value expression behavior. These constructs could be integral to determining a person’s fit to an organization. Implications of the current study findings are discussed for research of person-organization fit and generational differences.


Includes bibliographical references (pages [133]-141).


xiii, 231 pages




Northern Illinois University

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