Impact Of Organisational Culture AndLeadership Model On Employees Performance In The Financial Services Sector

Background: Leadership and organisational culture are significant factors that influence individual and organisational results. Several studies have examined the relationship between organisational culture types and employee performance in various organisations. Their conclusions, however, are conflicting and have conflicting outcomes. Whether organisational culture enhances or detracts from employee performance, their arguments show inconsistent findings.This study investigated how organisational culture and leadership models impact employee performance in the financial services sector. Materials and Methods: Employee performance was used as the dependent variable with organisational culture and leadership model as the independent variable. To determine the connection between organisational culture and leadership model and employee performance, structured questionnaires were administered to junior staff, senior staff, and managers. The factors tested were organisational culture, leadership, workplace environment, rewards and recognition, training, and Promotion. One hundred (100) sample respondents were selected using a convenient sampling method. Descriptive and multivariate analyses were used to analyse the collected data. Results: bBased on the responses from the respondents, the results show that staff training has a mean of 4.42; workplace environment has a mean of 3.71; organisational culture has a mean of 3.56; and Leadership has a mean of 3.24. The result further shows that the junior staff respondents indicated that training (55.7) and a good workplace environment (53.6) are influencing factors forinfluencetheir performance. The senior staff respondents show that organisational culture (53.3) is an influencing factor for their performance. The respondents who are managers show that rewards and recognition (73.9), promotion (73.2), and organisational culture (72.6) are factors that influence their performance. The test result further revealed that the calculated Chi-Square values for the degree of freedom two (2) are found significant for Organisational culture (15.968), Promotion (13.872), Rewards and Recognition (18.232), and Training (7.275). The p values are less than 0.01. Conclusion:Employers can improve employee performance by providing the necessary resources and support to help employees overcome challenges and achieve their goals. To improve Employees' Performance through Leadership, leaders should cultivate an innovative Organizational Culture. In addition, leaders should address employee behaviour deviations and reward their staff's performance.