Effect of Organizational Values on Employee Performance at County Governments in Kenya: A Case of Meru County

Abstract

A positive organizational value can enhance employee performance by fostering a sense of belonging, empowerment, and recognition, as it encourages employees to share ideas and work together towards common goals. On the other hand, a negative organizational culture can have detrimental effects on employee performance characterized by micromanagement, favouritism, and lack of transparency can lead to demotivation, low job satisfaction, and decreased productivity. The research objective was to determine the effect of organizational values on employee performance at county governments in Kenya: Case of Meru County. The study was anchored on three main theories Hofstede's Cultural Dimensions Theory, Social Learning Theory and Competing Values Framework. The study followed a descriptive research design. The study population was all the 221 departmental staff at Meru County government. The study sample was the entire population of 221 officers. They were selected using stratified random sampling. Data for the study was collected using questionnaires and secondary data collection sheets. The collected data was analysed using descriptive and inferential analysis. Tables were used in presentation of the analysed data. A Correlation Matrix was employed to assess the connections among the variables under investigation. The descriptive statistics suggested that, on average, the organization experienced moderate turnover, and there was a notable degree of variation in the turnover rates among the employees. The study showed a moderately positively positive correlation between organizational values and employee performance. Furthermore, the county government’s ability to foster a positive work-life balance for its employees is positively associated with employee performance. The study concluded that Organizational values were highly correlated with organization performance. The study recommended the review and refinement of organizational policies.