{"id":11420,"date":"2025-01-31T18:22:41","date_gmt":"2025-01-31T18:22:41","guid":{"rendered":"https:\/\/icertpublication.com\/?page_id=11420"},"modified":"2025-01-31T18:41:59","modified_gmt":"2025-01-31T18:41:59","slug":"effect-of-organizational-culture-on-employee-performance-in-delta-state-of-selected-banks-in-delta-state-nigeria","status":"publish","type":"page","link":"https:\/\/icertpublication.com\/index.php\/edu-mania\/edumania-vol-03-issue-01\/effect-of-organizational-culture-on-employee-performance-in-delta-state-of-selected-banks-in-delta-state-nigeria\/","title":{"rendered":"Effect Of Organizational Culture on Employee Performance in Delta State of Selected Banks in Delta State, Nigeria"},"content":{"rendered":"\t\t
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Effect Of Organizational Culture on Employee Performance in Delta State of Selected Banks in Delta State, Nigeria\n<\/h4>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Okogbeo, Uwomano Justina<\/span>1<\/span><\/span> and Okogbe, Ofejiro Bridget<\/span>2<\/span><\/span><\/p>

1<\/span><\/span>Department of Business Administration, Delta State University, Abraka<\/span><\/p>

2<\/span><\/span>Centre for Continuing Education, Micheal Okpara University of Agriculture, Umudike, <\/span>Abia State, Nigeria<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Abstract<\/h6>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Organizational core values, norms and beliefs are some of the elements which define organizational culture which cannot be ignored. <\/span>A\u00a0culture\u00a0has a major influence in boosting employee performance by helping lower l training costs and\u00a0increase training effectiveness, which enables people to perform better. This study examined the effect of organizational culture on employee performance of selected banks in Delta State. The study raised two research questions and formulated two hypotheses in order to achieve the objectives of the study. <\/span>The study adopted descriptive survey. The target population comprised of 134 <\/span>employees from five selected banks in Warri<\/span>, Delta State. with a sample size of 100 derived from using Taro Yamame (1967) Formula. Descriptive and inference statistic were used for data analysis. The finding of the study revealed that, there is a significant <\/span>effect of organization core values on employee performance; <\/span>there is a significant <\/span>effect of organization norms on employee performance; and <\/span>there is a significant <\/span>effect of organization beliefs on employee performance of selected banks in Delta State<\/span>.\u00a0 It was therefore recommended among others that organization should implement core values that can align employee personal values to that of the organization; in order to improve the way employees, interact and relate to one another and accomplish their tasks.\u00a0<\/span><\/p>

Keywords: <\/span>Organizational Culture, Core Value, Norms, Beliefs and Employee Performance\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Impact Statement<\/h6>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Organizational culture plays a crucial role in shaping employee performance by influencing work attitudes, motivation, and productivity. In the banking sector of Delta State, Nigeria, the prevailing organizational culture directly impacts job satisfaction, commitment, and overall effectiveness of employees. A positive and well-structured culture fosters collaboration, innovation, and efficiency, leading to improved service delivery and customer satisfaction. Conversely, a toxic or rigid culture may result in low morale, high turnover rates, and reduced productivity. <\/span><\/p>

This study assesses how different cultural dimensions\u2014such as leadership style, communication patterns, reward systems, and corporate values\u2014affect employee engagement and performance in selected banks. Findings from this research will provide valuable insights for bank management in Delta State, helping them refine their organizational culture to enhance employee productivity, job satisfaction, and operational efficiency. By identifying key cultural elements that contribute to high performance, this study will also offer practical recommendations for fostering a more dynamic and result-oriented work environment in the Nigerian banking industry.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Dr. Ofejiro Bridget Okogbe<\/b> is a Senior Lecturer at the Centre for Continuing Education, Michael Okpara University of Agriculture, Umudike, Abia State, Nigeria. With a Ph.D. in Business Administration, her research focuses on organizational culture, management strategies, and employee engagement. Ofejiro has published numerous articles in reputable journals and is actively involved in community development initiatives aimed at fostering academic growth and professional excellence. She is passionate about empowering the next generation of business leaders <\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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\u00a0<\/p>

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  23. Kumar, S. (2024). Patience catalyst for personal transformation. <\/span>Eduphoria.<\/span>, <\/span>02<\/span>(02), 77\u201380. https:\/\/doi.org\/10.59231\/eduphoria\/230408<\/span><\/p><\/li><\/ol>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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    Effect Of Organizational Culture on Employee Performance in Delta State of Selected Banks in Delta State, Nigeria Okogbeo, Uwomano Justina1 and Okogbe, Ofejiro Bridget2 1Department of Business Administration, Delta State University, Abraka 2Centre for Continuing Education, Micheal Okpara University of Agriculture, Umudike, Abia State, Nigeria Abstract Organizational core values, norms and beliefs are some of […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":10992,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"site-sidebar-layout":"no-sidebar","site-content-layout":"page-builder","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"","ast-featured-img":"disabled","footer-sml-layout":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"class_list":["post-11420","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/icertpublication.com\/index.php\/wp-json\/wp\/v2\/pages\/11420","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/icertpublication.com\/index.php\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/icertpublication.com\/index.php\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/icertpublication.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/icertpublication.com\/index.php\/wp-json\/wp\/v2\/comments?post=11420"}],"version-history":[{"count":4,"href":"https:\/\/icertpublication.com\/index.php\/wp-json\/wp\/v2\/pages\/11420\/revisions"}],"predecessor-version":[{"id":11446,"href":"https:\/\/icertpublication.com\/index.php\/wp-json\/wp\/v2\/pages\/11420\/revisions\/11446"}],"up":[{"embeddable":true,"href":"https:\/\/icertpublication.com\/index.php\/wp-json\/wp\/v2\/pages\/10992"}],"wp:attachment":[{"href":"https:\/\/icertpublication.com\/index.php\/wp-json\/wp\/v2\/media?parent=11420"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}