INFLUENCE OF ORGANISATIONAL CULTURE ON EMPLOYEES’ PERFORMANCE (A study of Access Bank Nigeria Plc, Imo state)

Abstract

Employees’ performance in any work organisation can be fully examined within the context of many factors. Previous studies had not been able to link organisational culture with employees’ performance. Consequently, the study examined the influence of organisational culture and employees’ performance in Access bank Nigeria plc. The combination of Edgar Schein (1992), Model for Organisational Culture and McGregor’s Theory of X & Y were employed as theoretical framework. Multi-stage sampling technique, consisting of purposive, stratified and systematic sampling was employed. A descriptive research design was adopted in the study. It concerns the collection of data from a populations sample in order to explain the current circumstances or relationships, views held, ongoing procedures, apparent effects or patterns. Yaro Yamane sample determination technique was used to get a sample size of 215. While 62.5% of the respondents were female, 37.5% were males. The largest proposition of the respondents (58.5%) were within the rage of 31 to 35 years. While 50.0% of the respondents had spent 3 to 5 years in service, 37.0% had spent 6 to 0 years and 8.5% had spent 2 years. On whether laid down rules and regulations promoted worker’s productivity, 33.0% of the respondent strongly agreed, 50.5% agreed, 8.55 disagreed and 8.0% strongly disagreed. As to whether organisation gave special reward for excellent performance 83.0% of the respondent agreed while 17.0% disagreed. In respect of whether all workers in the organisation had positive attitude to work 12.5% of the workers strongly agreed, 12.5% agreed, 41.5% disagreed while 33.5% strongly disagreed. Hypothesis one, showed significant relationship between organisation norms and employees’ output. Hypothesis two, equally showed positive relationship between reward system and employees’ target achievement. Hypothesis three, reviled positive relationship between worker’s attitude to work and their efficiency. Hypothesis four, demonstrated positive relationship between Organisational patterns and employees’ productivity. The performance of an employee goes a long way to determine the success or otherwise of the organisation. In view of this, top management of work organisation should ensure that a standardized culture profile be established in order to serve as reference material for existing and new employees so as to learn about organisational norms and core values.