Abstract Most organizations prioritized intrinsic and extrinsic reward systems while neglecting the impact of traditional cultural activities. The study therefore sought to assess the impact of organizational culture on employee performance at Multimedia University of Kenya (MMU). The study was guided by the following specific objectives: to determine the impact of organizational values, leadership styles, and work processes on employee performance at Multimedia University of Kenya. The study was anchored on William Ouchi’s Theory Z. The study used the descriptive mixed design where a questionnaire and an interview guide was used to collect primary data from key respondents composed of non-teaching staff, academic staff and spread across different departments at MMU. Stratified sampling was used to select the study respondents where a sample size of 194 respondents were used. Out of the sample size, 8 informants all of whom were heads of departments were selected to respond to the interview questions based on their expertise in the study area. The collected data was analyzed using descriptive and inferential analysis tools. Findings of the study revealed a strong and positive relationship between organizational values and employee performance at MMU. The data analysis revealed that specific aspects of organizational culture, including teamwork, recognition, and alignment with organizational values, have a significant impact on employee performance. The study further revealed organizational culture in MMU, characterized by a focus on innovation, quality, and teamwork. The results also highlighted the critical role of leadership in shaping the organizational environment, employee attitudes, and ultimately impacting their performance. The study recommended that given the significant impact of leadership styles on employee performance, the university should invest in leadership development programs. These programs can focus on enhancing communication skills, fostering collaboration, and instilling a leadership philosophy that aligns with the desired organizational culture. Leadership workshops and training sessions can be designed to empower leaders with the necessary skills to positively impact the organizational environment. The study further recommended that the university should prioritize clear and open communication channels, ensuring that information about organizational values, expectations, and achievements is effectively disseminated. Implementing regular feedback mechanisms and encouraging two-way communication can further strengthen the impact of communication on shaping a positive culture. Keywords: Organizational Values, Employee Performance, Organizational Culture, Multimedia University of Kenya, Innovation, Teamwork, Quality.