Authors : Doreen Mayaka; Moses Leseiyo

Volume/Issue : Volume 10 - 2025, Issue 10 - October

Google Scholar : https://tinyurl.com/4edk38cz

Scribd : https://tinyurl.com/ywskt95r

DOI : https://doi.org/10.38124/ijisrt/25oct1217

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Abstract : Organisational culture shapes how work is done and establishes standards of conduct within institutions, making it a major influencer of employee behaviour and performance. While a weak or poisonous culture compromises efficacy, a strong and good culture unites workers with company objectives, encourages teamwork, and boosts productivity. Research has shown that although most leaders acknowledge the importance of organizational culture, few can clearly define or implement an effective one, often resulting in inefficiencies, failed programs and systemic weaknesses. At the Kenya National Commission on Human Rights (KNCHR), cultural challenges are further compounded by chronic underfunding, which has led to low staff morale, high turnover, and weakened institutional capacity. Rigid hierarchies, limited collaboration across departments, and inadequate accountability mechanisms also hinder adaptability. However, fostering a healthier culture characterized by transparency, teamwork, and motivation could significantly improve KNCHR’s responsiveness and resilience in safeguarding human rights. This study examined the influence of organizational culture on employee performance at KNCHR, emphasising organization values, and organisational communication. With a descriptive research methodology and a census sample approach, the study focused on 120 respondents and was grounded in Schein's Theory of Organisational Culture, Institutional Theory, and Goal-Setting Theory. Questionnaires were used to gather data, and a pilot research with ten individuals from Haki Africa was carried out to assess dependability. Quantitative data were analyzed using SPSS Version 28, with statistics applied to identify relationships among variables. The findings revealed that organizational communication, and organization values are predictors of employee performance, while teamwork had comparatively less influence. Collectively, these cultural dimensions explained variance in employee performance, underscoring their importance in institutional effectiveness. The study concluded that KNCHR should adopt transparent communication, reinforce organizational values, streamline routines, invest in resources and staff development, and promote collaboration to enhance employee performance and institutional capacity.

Keywords : Organizational Culture; Employee Performance; Organization Values, and Organisational Communication.

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