Effect of Clan Culture on the Implementation of Corporate Strategy in Private Chartered Universities in Kenya

Aim: This study examined the effect of clan culture on the implementation of corporate strategy in private chartered universities in Kenya and sought to establish the moderating effect of the quality management system on the relationship between clan culture and corporate strategy implementation in Private chartered universities in Kenya. Methodology: A cross-sectional survey research design was adopted. Both quantitative and qualitative data were used to seek the effect of clan culture on the implementation of corporate strategy. The population included registrars, deans, directors, heads of departments, academic staff, and student' leaders. This study used stratified random sampling and the target sample size was 240 participants. A pilot study was conducted with 24 participants to determine the reliability and validity of the questionnaire. Data from questionnaires was organized, coded, analyzed, and converted into quantitative summary reports for analyses using the Statistical Package for Social Sciences (SPSS) version 21 to compute the relationships between dependent and independent variables. Qualitative data was analyzed thematically. Results: Results showed that clan culture positively and significantly influences the implementation cooperate strategy (β = 0.22, p< 0.00). It was also found that there was a statistically significant moderating effect of quality management system on the relationship between clan culture and implementation of corporate strategy in Private chartered universities in Kenya (β = 0.276, p< 0.013). Conclusion: Clan culture significantly influenced the implementation of corporate strategy in private chartered universities in Kenya. The presence of quality management systems enhanced the effects of clan culture on this implementation. Recommendations: Because clan culture significantly influences the implementation of corporate strategy in unique ways in Private chartered universities, vice chancellors, faculty heads, and departmental heads of private universities need to ensure that quality clan culture is sustained in ways that promote sustainable growth in enrollment, revenue generation, and customer satisfaction.