Organizational Culture and Performance of Quasi-Public Institutions Within the Pension Industry in Kenya: A Case of Local Authorities Pension Trust

This study intended to examine the organizational culture and performance of quasi-public institutions within the pension industry in Kenya with a focus on Local Authorities Pension Trust. Key theories under review in this research paper were the Balance Score Card theory, Scheins organizational culture theory and Institutional theory. Descriptive research design was employed and utilized by this research. The 224 staff working in Local Authorities Pension Trust offices across the country formed the target population of this study. In order to determine the sample size, simple random sampling was utilized. For this research, the researcher utilized a questionnaire to collect data from responders. There were both open-ended and closed-ended questions on the survey. To determine the connection between organizational culture and performance, the researcher did a multiple regression analysis. Questionnaires were utilized for gathering quantitative data, which were then evaluated employing descriptive statistics in SPSS and displayed in the form of tables, pie charts, and bar graphs. The data gathered was leveraged to create pie charts, bar graphs, and tables that illustrated facts about the link between organizational culture and performance at Local Authorities Pension Trust. The study found that a balanced mix of clan culture, adhocracy culture, market culture and hierarchical culture had a positive significant effect on the performance of LAPTRUST. The study concludes that in a clan culture, employees are encouraged to participate in decision-making processes, share their ideas, and contribute to the overall success of the organization. The study recommended that the organization should encourage cross-functional teams and collaboration across departments to break down silos and promote innovation. The organization should invest in training programs that enhance employees' market knowledge and skills can contribute to a market culture. The organization should clearly define and communicate the roles and responsibilities of each level within the hierarchy, ensuring that employees understand their position and how it fits into the overall organizational structure.