This research was carried out in 2015 in order to study the effect ofjob rotation on employee performance in Uganda Printing and Publishing Corporation, Entebbe. It was guided by a set of objectives which included: establishing the level of job rotation in Uganda printing and Publishing Corporation, investigating whether there is a significant relationship between employee job rotation and employee job performance and also to find out the challenges faced by Uganda printing and publishing corporation, Entebbe, Wakiso District. The research method is a case study approach in which Pearson linear correlation coefficient is used for testing the data. Statistical population includes all official staff, 160 individuals, working in the Human resource department in Uganda Printing and Publishing Corporation, 108 individuals were selected as sample size. In order to collect required data for two standard questionnaires (job rotation and employee performance questionnaires) were utilized. According to calculations, reliability coefficient of questionnaire was estimated 0.80. Also, this amount was calculated with both SPSS and Cronbach’s alpha which is desirable coefficient and indicates high reliability of measurement tool. The study showed that there are significant relationships between importance ofjob rotation and employee performance, management style and challenges in organization and employee performance, organization goals of job rotation and employee performance and also, job satisfaction with job rotation and employee performance in Uganda printing and publishing corporation. The study thus recommends that company planners are suggested to pay attention to provided prioritization of effect ofjob rotation factors on employee performance, staff differences by their gender and education in this regard, in order to reinforce job rotation basics in the Company. The findings of the study concluded that Human Resource Management Boards in this company should know how employees perceive job rotation and how it affects their psychological empowerment. Through this bearing in mind that empowerment opportunities may be limited when employees perform routine, repetitive production or service jobs in such companies.