Organization Culture and Resource Allocation On the Performance of Public Health Facilities in Taita Taveta County, Kenya

Abstract

The study examined the effect of organizational culture and resource allocation on the performance of public health facilities in Taita Taveta County, Kenya. Organizational culture plays a crucial role in shaping the attitudes, behaviors, and practices within healthcare settings, while effective resource allocation ensures talent, skills, and productivity in organizations are enhanced to deliver quality healthcare services. Public health facilities play a critical role in delivering healthcare services, but inefficiencies in resource management and organizational culture hinder optimal performance. This study seeks to analyze how role culture, task culture, human resource allocation, and financial resource allocation influence organizational performance. This research was guided by three theories which are cultural dimension, Schein model of organization culture and Resource Base view theory. A descriptive cross-sectional survey design was employed, targeting all 75 public health facilities in Taita Taveta County. Data was collected using structured questionnaires administered to hospital administrators, department heads and a total of 61 hospitals filled the questionnaire. The research instrument was pretested for reliability and validity using a sample of 15 health facilities. Descriptive and inferential statistical techniques, including multiple regression analysis, were used for data processing and analysis. Findings indicate that human resource allocation has the most significant positive impact on performance (β = 0.476, p = 0.001), followed by task culture (β = 0.244, p = 0.028). Role culture (β = 0.121, p = 0.128) and financial resource allocation (β = 0.079, p = 0.009) also contribute to performance, albeit to a lesser extent. The overall model explains 71.3% of the variance in performance (R² = 0.713), demonstrating the substantial influence of these factors on healthcare outcomes. The study recommends strengthening human resource management practices, including training and workforce motivation, to enhance healthcare performance. Additionally, fostering a task-oriented organizational culture can improve service delivery efficiency. While financial resource allocation remains crucial, optimizing its distribution and utilization is necessary for greater impact. Future research should explore the influence of external environmental factors on healthcare performance and assess the long-term effects of cultural and resource allocation strategies. The findings of this study will inform public policy, improve resource management, and foster positive workplace culture, ultimately improving healthcare delivery in resource-constrained settings and serving as a model for similar contexts.