With the approach of managing performance, employee responsibility has risen as a current authoritative idea as of late. The general objective was to establish the influence of Psychological Climate on organization performance at Kakamega County Government. The study was anchored in the Resource-Based View (RBV). The study hypothesized that there is a relationship between Psychological Climate and organization performance. The descriptive research design was applied. The target population was 332 employees of all degrees of the board and supervisory unit. Purposive examining was utilized to concentrate on specific qualities of a populace that are of enthusiasm under examination. A pilot test was directed on 10 employees to gauge the unwavering quality of the instruments. Data was examined utilizing Statistical Package for Social Sciences (SPSS) programming. To test unwavering quality and legitimacy, a pilot study was directed and Cronbach's coefficient alpha was utilized to set up consistency. A relapse model was utilized to show the connection between factors. The after-effects of the exploration were introduced utilizing recurrence, figures and diagrams. The findings of the study, there is a positive relationship between Psychological Climate and organization performance. In Conclusion, that high-quality Psychological Climate will enhance teamwork and better employee engagement to improve on overall organization performance. Study recommendation is that Kakamega County can enhance its organization performance by creating a better psychological climate. This can be done by creating an environment where there is teamwork cooperation, flexibility in schedules.