The study examines whether employee self-expression in Ghana’s public health sector is primarily a function of individual personality traits or perceived organisational cultural values. Drawing on trait activation theory and Hofstede’s cultural dimensions framework, it investigates the direct effects of the Big Five personality traits on self-expression and the moderating roles of power distance, collectivism and uncertainty avoidance.
A cross-sectional survey was employed, using data from 275 health professionals at three teaching hospitals in Ghana. Personality traits were measured using the Mini-IPIP, cultural values using CVSCALE and self-expression using an adapted authenticity scale. Data were analysed using PLS-SEM to test direct and moderating effects, complemented by NCA to identify necessary conditions for achieving high levels of self-expression.
Openness to experience and extraversion were positively associated with self-expression, whereas conscientiousness was negatively associated with self-expression. Agreeableness and neuroticism were not significant predictors. Contrary to conventional assumptions, power distance, collectivism and uncertainty avoidance had positive direct effects on self-expression, suggesting that expression in hierarchical health facilities may be structured, authorised and procedurally mediated. The cultural values also differentially moderated the personality–self-expression relationships. NCA showed that agreeableness, extraversion, power distance and uncertainty avoidance were the most salient necessary conditions for high self-expression.
The study reconceptualises self-expression as a structured, institutionally mediated behaviour rather than purely individual assertiveness. It extends trait activation theory by showing how perceived cultural values may not only suppress but also enable the behavioural expression of personality in hierarchical public-sector organisations.
