ORGANIZATIONAL CULTURE TYPES AND ORGANIZATIONAL PERFORMANCE IN DEPOSIT MONEY BANKS IN YENAGOA, BAYELSA STATE, NIGERIA

Abstract This study examined the relationship between organizational culture types and organizational performance in selected Deposit Money Banks in Yenagoa, Bayelsa State, Nigeria, focusing on adhocracy and clan cultures and their influence on employee productivity and innovative performance. The study was motivated by differences in the performance of banks operating within similar regulatory and competitive environments and the need to understand organizational culture as a determinant of non-financial performance. The study was anchored on the Competing Values Framework and Contingency Theory. Specifically, it examined the effects of adhocracy culture on employee productivity and innovative performance, as well as the influence of clan culture on both outcomes. A survey research design was adopted, and data were collected from employees of selected Deposit Money Banks using structured questionnaires. The data were analyzed using descriptive and inferential statistical techniques. The findings revealed that adhocracy and clan cultures positively influence employee productivity and innovative performance. The study concluded that organizational culture plays an important role in improving employee productivity and fostering innovation in the banking sector. It recommended that bank management should promote teamwork, employee involvement, creativity, decentralized decision-making, and flexible work practices to enhance employee productivity and innovative performance. Keywords: Organizational culture, adhocracy culture, clan culture, employee productivity, innovative performance.