I recommend you to read the following article:

- Ananta Narayana. A Critical Review of Organizational Culture on Employee Performance. American Journal of Engineering and

Technology Management. Vol. 2, No. 5, 2017, pp. 72-76. doi: 10.11648/j.ajetm.20170205.13.

The article can be found in Google Scholar.

Hola Robert Palmer le recomiendo hacer un diagnóstico desde lo cualitativo y posterior cuantitativamente (cuestionario, encuesta) luego hacer una correlación versus la información que tienes en cuanto a la evaluación de desempeño (brechas)

I think measuring impact generally should proceed from how the researcher wishes to define performance. Impact of anything, so to say, on a corporate entity's performance of can always be viewed from the points of: (financial indicators), profitability, return on investment, return on asset, sales or turn over growth. Other areas could be market share, resilience, industrial harmony, corporate image corporate social responsibility perception, and what not. The identification of the performance index or indices will determine the theoretical framework to adopt. The theoretical framework explains the transmission mechanism that links corporate cultural attributes to the chosen measure of performance and should therefore influence the types of data to be ferreted or sought. It must however be noted that corporate culture is rather nembulous with many possible and sometimes conflicting connotations. What this means is that the researcher may also need to identify his/her cultural contend.