Industrial Engineering Letters www.iiste.org ISSN 2224-6096 (Paper) ISSN 2225-0581 (online) Vol.5, No.9, 2015 31 Impact of Organizational Culture on Employee’s Performance Nadia Nazir, Dr.Shazia Zamir National University of Modern Languages, Islamabad Abstract This present study was an effort to explore the impact of organization culture on employee’s performance. The objectives of study were to determine the relationship between organizational culture and employee’s performance, to find out the gender based differences regarding employee’s performance and to find out the gender based differences regarding organizational culture. Role based performance and organizational culture questionnaires were used. The 20 items questionnaire relating employee’s performance and 17 items concerning organizational culture were used to collect the data for study. Sample of 60 employees were taken from different organizations. Mean, standard deviation, t-test and Pearson correlation were used for statistical analysis. The findings indicates that there is positive relationship between employees performance and organizational culture and also indicates that there is no significant difference in responses between gender of employees regarding organizational culture and employee performance. Keywords: organizational culture, employee’s performance Introduction Organizational culture is the combination of expectations of organization, experiences, philosophy and values. Organizational culture is also called corporate culture. Organizational culture influences on performance and productivity of organization. It gives guidelines for quality of product, punctuality, safety and other factor affecting on environment. Organizational culture is unusual for every organization and it is very problematic to change it. An employee performance based upon the combination of good working skill and work environment. There is need of some sort of motivation to get the good performance from employees. Motivation can come from salaries and other incentives. Productive work can be created by effective motivation. Employees feel that an organization has made a commitment to them to perform better. Organizational commitment offers a good pay and allowances, offer for employee’s higher education costs, give a training that keeps employee updated and gives the chance of promotion. There are some environmental factors over which an employee has no control. For example; staff in organization has less cooperative, with the lack of resources, employee may leave the organization, because of overload of work the employee may be under stress or confused, through effective employee evaluation process the manager gives his input on the performance of employee and employee come to know what he learned during the job. Manager create a plan for employee that how can he develop and improve his performance. Literature Review The idea of culture has taken from learning process that based upon organized portion of possessions (Titiev, 1995). By Schein (1992) organization culture is the sample of basic assumptions that a given group has imaginary, exposed or developed in learning to manage with its problems of exterior variation and vital combination. First time organizational culture has been defined by Administrative Science Quarterly (Pettigrew, 1979). Organizational culture is defined as philosophies, a set of ideas, attitude, feelings, assumptions, hope, thoughts, norms and values. Performance of employee is calculated against the performance standard by the organization. Good performance means that how employee performed in the task that assigned to him. (Kenney et.al, 1992).Performance is a main multidimensional build aimed to get results and has a strong link to planned objectives of an organization (Mwita, 2000). The work of employee is made up by his achievement of mission of organization that shows the limits of performance (Cascio, 2006). The achievement of objectives of organization has been designed based on employee performance (Richardo, 2001). An employee’s achievement when he gains the goals of organization at workplace is called performance (Cascio, 2006).Different researches have identifies different thoughts, attitudes and beliefs of performance as it helps in measurement of input and output effectiveness measures that guide transactional relationship ( Stannack, 1996). There are different types of culture. Subculture is defined as in organization segments, different sets of norms, values and beliefs on basis of environmental areas, job necessities and goals (Schein, 1995). The employee’s obligation with organization is based on employee awareness that effects upon culture (Lok, Westwood and Crawford, 2005). The values, beliefs and attitude that hold the employee in culture must be strong (Deal and Kennedy, 1982). Strong organizational cultures give positive effect on the performance of employee (Martins & Martins, 2003). The rules must be vital for employee. The policies, actions and goals planned by high authority, they all depends on attitude of employee then organization must get benefits with it.