Organizational culture and employee performance in bank of baroda uganda

Abstract

This study was intended to examine the significance of organizational cultural on employee performance in an organization of Bank of Baroda in Kampala city, Uganda. Form objectives were used logical the study, namely; to identify the demographic profile of the respondent, in terms of age, sex, education and marital status; examine the level of organizational culture in Bank of Baroda; identify the sources of organizational culture in bank of Baroda; examine the level of employee performance in bank of Baroda; and, establish the relationship between organizational culture and job performance in Bank of Baroda. The reinforcement theory by B.F Skinner was used to guide the study. The Descriptive Survey Design was applied using comparative and descriptive correlation strategies. A total of 458 Bank of Baroda employees were targeted, out of which, a sample of 149 was taken. Results from the Linear Regression indicate that there is a positive linear relationship between Organizational Culture and Employee Performance (F — value > 0) since the organizational culture in Bank of Baroda has a significant influence on employee performance. The study recommends that there is used to improve all aspects of organizational culture by creating an environment where the culture is conducive and promote a positive employee performance. Further, there is a need to enhance the social environment as well as putting emphasis on knowledge sharing among staff members. Finally, there is a need to identify conflict resolution strategies through special meetings aimed to discuss grievances of employees.