IOSR Journal of Business and Management (IOSR-JBM) ISSN: 2278-487X.Volume 7, Issue 1 (Jan. - Feb. 2013), PP 55-60 www.iosrjournals.org www.iosrjournals.org 55 | Page Factors Affecting the Employees Performance in University of Agriculture Faisalabad, Pakistan Muhammad Usman Zafar 1 , Muhammad Asim 2 , Muhammad Iqbal Zafar 3 Nazia Malik 2 and Kashif Shabbir Khan 4 1 Lecturer, Department of Business Administration, G.C University Faisalabad, Pakistan 2 Department of Sociology, G.C University Faisalabad, Pakistan 3 Dean, Facility of Social Sciences, University of Agriculture Faisalabad, Pakistan 4 Department of Business Administration National University of Modern Languages (NUML) Islamabad Abstract: The work performance and efficiency of employees has a significant effect on any organization. The purpose of this research is to evaluate the factors that affect employee performance and to identify factors which influence the employees work performance in university of Agriculture Faisalabad, Pakistan. Employees are the most valuable asset in any organization. A successful and highly productive performance can be achieved by engaging the employee in improving their performance. The sample of the study was 75 respondents who were employed in Agriculture University, Pakistan. It is found that better education, higher salary; facilities at work place communication of the employees with their seniors were highly associated with batter job performance. Impact of family background, type of family and marital status had not linkages with job performance. Key words: employee’s performance, organization, and job satisfaction I. Introduction Job satisfaction describes how contented an individual is, with his or her job. There is a variety of factors that can influence a person’s level of job satisfaction; some of these factors include the level of pay and benefits, the quality of the working conditions, leadership and social relationships, and the job itself (Amable, 2007). Employee performance is defined as the record of outcomes achieved, for each job function, during a specified period of time. When viewed this way, performance is represented as a distribution of outcomes achieved, and performance is measured using a variety of parameters that describe an employee's pattern of performance over time. By explicitly distinguishing between performance variations due to extraneous (system) constraints and variations that are under the employee's control, this method provides meaningful information on how to manage and improve employee performance(Kane, 1982). (Susan, 2007) defined that performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. In Pakistan labor force include all persons who are of ten years and above, and during the period are without work, currently available for work and seeking for work. On the basis of the existing population of 164.00 millions with labor force participation rate of 27.46 percent, the total labor force comes to 39.24 million. Employees labor force is 38 percent According to this about 2.4 million persons of labor force were estimated as unemployed in 2008 (World Fact Book, 2008). There are at present 49 General Universities in the Public sector, 36 Universities in the private sector, 8 degree awarding institutes in the private sector and 18 degree awarding institutes in the private sector (GOP, 2005). Keeping in view the growing number of universities in Pakistan, it is essentially important to address the issue of employees work performance. Without enhancing their performance, the goals of quality education and research seem impossible. There must be a conscious attempt made to bring the expectations of the literate labor force which is either not in employment or likely to come into the labor force in the future, into line with actual possibilities in the job market. This should be done both at an educational level as well as at the level of training programs for improving their performance at the work place. This study is particularly designed to identify factors which affect the employees work performance in the individual and institutional context. II. Methodology The present study is conducted in University of Agriculture, Faisalabad to identify factors affecting employees’ performance within individual and institutional context. In the university there are six faculties and one division –Faculty of Science, Faculty of Agricultural Economics and Rural Sociology, Faculty of Agriculture, Faculty of Agricultural Engineering, Faculty of DVM and Faculty of Animal Husbandry and Division of Education and Extension. The teaching and administrative staff of the university was eligible