Sure, here are some factors affecting employee performance based on related literature:

1. Leadership: Leadership style greatly influences employee performance. A leader who communicates effectively, motivates, and understands their employees can drive better performance. (Reference: Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Psychology Press.)

2. Work Environment: A conducive and comfortable work environment can enhance employee performance. This includes physical conditions, such as office layout and equipment, and psychological factors, such as work culture and relationships. (Reference: Vischer, J. C. (2007). The effects of the physical environment on job performance: towards a theoretical model of workspace stress. Stress and Health: Journal of the International Society for the Investigation of Stress, 23(3), 175-184.)

3. Training and Development: Regular training and development programs can improve employees' skills and knowledge, leading to better performance. (Reference: Tharenou, P., Saks, A. M., & Moore, C. (2007). A review and critique of research on training and organizational-level outcomes. Human Resource Management Review, 17(3), 251-273.)

4. Job Satisfaction: Employees who are satisfied with their jobs tend to perform better. Job satisfaction can be influenced by factors such as salary, job security, career growth opportunities, and recognition. (Reference: Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction–job performance relationship: A qualitative and quantitative review. Psychological bulletin, 127(3), 376.)

5. Employee Motivation: Motivated employees are more likely to perform well. Motivation can be intrinsic (e.g., personal growth, job satisfaction) or extrinsic (e.g., salary, benefits). (Reference: Ryan, R. M., & Deci, E. L. (2000). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary educational psychology, 25(1), 54-67.)

6. Work-Life Balance: Employees who maintain a healthy work-life balance are more likely to be productive and perform well. (Reference: Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The relation between work–family balance and quality of life. Journal of Vocational Behavior, 63(3), 510-531.)

Please note that these are just a few factors and there might be other factors affecting employee performance as well.

Question

Sure, here are some factors affecting employee performance based on related literature:

1. Leadership: Leadership style greatly influences employee performance. A leader who communicates effectively, motivates, and understands their employees can drive better performance. (Reference: Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Psychology Press.)

2. Work Environment: A conducive and comfortable work environment can enhance employee performance. This includes physical conditions, such as office layout and equipment, and psychological factors, such as work culture and relationships. (Reference: Vischer, J. C. (2007). The effects of the physical environment on job performance: towards a theoretical model of workspace stress. Stress and Health: Journal of the International Society for the Investigation of Stress, 23(3), 175-184.)

3. Training and Development: Regular training and development programs can improve employees' skills and knowledge, leading to better performance. (Reference: Tharenou, P., Saks, A. M., & Moore, C. (2007). A review and critique of research on training and organizational-level outcomes. Human Resource Management Review, 17(3), 251-273.)

4. Job Satisfaction: Employees who are satisfied with their jobs tend to perform better. Job satisfaction can be influenced by factors such as salary, job security, career growth opportunities, and recognition. (Reference: Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction–job performance relationship: A qualitative and quantitative review. Psychological bulletin, 127(3), 376.)

5. Employee Motivation: Motivated employees are more likely to perform well. Motivation can be intrinsic (e.g., personal growth, job satisfaction) or extrinsic (e.g., salary, benefits). (Reference: Ryan, R. M., & Deci, E. L. (2000). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary educational psychology, 25(1), 54-67.)

6. Work-Life Balance: Employees who maintain a healthy work-life balance are more likely to be productive and perform well. (Reference: Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The relation between work–family balance and quality of life. Journal of Vocational Behavior, 63(3), 510-531.)

Please note that these are just a few factors and there might be other factors affecting employee performance as well.

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