Purpose - Today it can be possible for the firms to increase their innovation performance when the employeeswhose talents are needed reveal their creative thoughts and ideas. Organizations that enable employees toreveal their creative ideas will be able to survive in the competitive environment. Both job performance andorganizational innovation performance will change with employee empowerment. The purpose of this studyis to examine the effects of employee empowerment and organizational innovation on job performance. Design/methodology/approach – In this study, a questionnaire was administered to 300 employees of TekkanInc, which is operated in Kocaeli and produces byproducts of Arçelik Inc. 175 complete questionnaires wereincluded in the study. Organizational innovation performance of the employees was measured by using the17-item organizational innovation scale developed by Wang and Ahmet (2004). To measure employeeempowerment, Spreitzer’s (1995) Psychological Empowerment Scale – a 12-item questionnaire with thedimensions of meaning, competence, self-determination and impact- was used. Job performance wasmeasured by using the 4-item job performance scale developed by Kirkman and Rosen (1999). SPSS programwas used to analyze the data, and validity and reliability analyses were carried out for all scales. In the study,factor analysis, correlation and regression analyses were performed to measure the relationship and impactlevel of the variables.Findings - As a result of the research, employee empowerment and organizational innovation performancewere found to have an effect on job performance. Discussion - The relationship between organizational innovation factors such as process and productinnovation, behavioral innovation and strategic innovation and job performance has been tried to bedetermined, and the relationship between employee empowerment factors such as meaning factor, selectionfactor, impact factor and competence factor and job performance has been investigated.