Role of Strategic Culture on Employee Performance in Public Universities in Upper Eastern Region, Kenya

Abstract

Recognizing the essential for change and foreseeing organizations through change is the most challenging role for any leadership. Some changes can be alterable while others are not hence the risk involved in managing change. The study sought to determine the role of strategic culture on employee performance in public universities Upper Eastern Region, Kenya. Strategic culture refers to collective values, beliefs, norms and practices that define the character of a person in the work environment. The study was anchored on Kurt Lewis Change Management Theory. Descriptive survey design was adopted using quantitative methods. Employees of these universities were the study population, with a target population of 1296 employees and a sample size of 324 respondents. Proportional sampling technique was used in selecting Academic Staff and Support Staff while purposive sampling technique was used to select the university Management Staff, lastly stratified sampling was used to select the Administrative Staff. Data was obtained using questionnaires. The findings on correlation and regression analysis indicates that there was a significant positive relationship between strategic culture and employee performance in public universities in Upper Eastern, Kenya, where it was able to explain (β=0.495; p=0).