Organizational Culture and Employee Performance in Selected Departments of Public Service Delivery in Juba, South Sudan

ABSTRACT This study investigated organizational culture and employee performance in selected public service delivery in Juba,-South Sudan. The stll:ly was based on the following researc,:h objectives: to determine the level of organizational culture in the selected Public Service delivery in Juba; to examine the level of employee performances in the selected public service delivery in juba and to establish the relationship between organizational _culture and employees performance. The study employed descriptive correlational design; data was collected using researcher devised questionnaires. Pearson correlation (r) was used to establish the relationship between organizational culture and employee performance. The finding revealed that in regard gender, majority of the respondents 68% were male. In regard to age, majority of the respondents 57% were within the age category of 20-39 years. In regard to academic level, majority of the respondents 46% were diploma holders. In regard to working experience, majority of the respondents 66% had worked within this industry for more than 10 years. The general level of organizational culture revealed an average mean of 2.60 and was interpreted as satisfactory. organizational culture in regards to work environment registered an average mean of 2.84 and was interpreted as satisfactory. Organizational culture in regard to recognition and satisfaction revealed an average mean of 2.16 and was interpreted as fair. _Organizational culture in regard to relationship with management scored an average mean of 2.79 and was interpreted as satisfactory as well. Generally the level of employee performance had a general average mean of 2.39 and was interpreted as fair. The finding revealed that employee performance in regard to remunerations and benefits revealed an average mean of 2.46 and was interpreted as fair. Employee performance in regard to personnel evaluation revealed an average mean of 2.22. employee performance in regard to employee development, revealed an average mean of 2.50 was established and was interpreted as fair. The results suggest that the level of organization culture is not correlated with the level of employee performance (r = 0.116, Sig = 0.694). The study concluded that there is lack of, employee recognition for the efforts of employees within the institution. It was recommended that the institution must develop employee recognition and reward system that includes celebrations.

 TABLE OF CONTENTS 1,: 

' Declaration A ii 

Approval iii 

Dedication iv 

Acknowledgement V 

Abstract vi 

Table of Contents vii 

List of Tables ix 

List of Acronyms X 

One THE PROBLEM AND ITS SCOPE 1 

Introduction/Background Information 1 

Statement of the Problem 3 

Purpose of the Study 4 

Research Objectives 4 

Research Questions 5 

Hypothesis 5 

Scope 5 

Significance of the Study 6 

Operational Definitions of Key Terms 7 

Two LITERATURE REVIEW 9 

Concepts, Ideas, Opinions from Experts/Authors 9 

Theoretical perspective 31 

Related Studies 33 

Three METHODOLOGY 35 

Research Design 35 

Research Population 35 

Sample Size 

Sampling Procedure 

-Research Instrument 

Validity and Reliability of the Instrument 

Data Gathering Procedures 

Data Analysis 

Ethical Considerations 

Limitations of the Study 

Four PRESENTATION, ANA~ YSIS AND INTERPRETATION 

OF DATA 

Five FINDINGS, CONCLUSIONS, RECOMMENDATIONS 

Findings 54 

Conclusions 57 

Recommendations 58 

References 61 

Appendices 65 

Appendix I - Transmittal Letter 65 

Appendix II - Trarismittal letter for respondents 66 

Appendix III - Clearance from Ethics Committee 67 

Appendix IV - Informed Consent 68 

Appendix III - Face sheet 69 

Appendix IV - Research Instrument 70 

Appendix VI - Computation of the Sample Size 74 

Researcher's Curriculum Vitae 75