The Influence of Organizational Culture on Public Service Human Resources Performance in Nigeria

Abstract

Due to the rising pressures that government institutions are facing with regards to issues of inefficiency, lack of employee motivation, and disconnection between the services that they provide; the internal cultural factors that influence and drive performance have become very important. The study used quantitative research design and surveyed 250 respondents in some of the ministries, departments, and agencies (MDAs) in Nigeria. It involved examination of four critical dimensions of organizational culture namely involvement, consistency, adaptability and mission clarity. The strength and the nature of the relationship between these cultural elements and the HR performance were determined via the use of inferential statistical tools such as Pearson correlation and multiple regression analysis. The results indicate that mission clarity and involvement produce the strongest and statistically significant positive impacts on the HR performance. Consistency also plays a middle role whereas adaptability fails to demonstrate any significant effect in this situation in the public sector. Such findings demonstrate the criticality of establishing a strong organizational mission and engaging working culture to enhance workplace productivity and organizational performance. The research is one of the few studies on organizational culture in African public administration and offers evidence-based suggestions of reform efforts. The study calls on leaders in the public sector to focus on cultural building even as they implement structural changes because the results of the study show that internal cultural influences are significant determinants of performance.