In today's business world, ambidexterity is becoming a crucial concept for the long-term success of an organization. It refers to the organization's ability to maintain a balance between aligning with existing processes and adapting to new market opportunities. This concept influences the design of employees' jobs, the structure of tasks, and their responsibilities. The cognitive characteristics of job design, particularly those related to knowledge utilization, are essential as they enable employees to contribute to the organization to their fullest potential. The aim of this thesis is to explore in more detail the relationship between the ambidexterity of organizational units and the cognitive characteristics of jobs with employee job performance. In the empirical research, descriptive statistical and cross-tabulation analyses were conducted, as well as interview analysis, to determine the relationships between these variables and employee job performance. The research results suggest that it is not possible to claim that there is dependency between knowledge characteristics and the ambidexterity of the business units. However, it is noticeable that ambidexterity mostly affects the need for skill variety and specialization. Specifically, business units with a medium level of ambidexterity are more likely to perceive their jobs as more specialized and varied in terms of required skills compared to other business units. Furthermore, the research showed that there is a dependency between the perception of knowledge characteristics and employee job performance. An increase in job complexity, problem-solving ability, skill variety, and specialization often accompanies an increase in job performance. This suggests that a better understanding and management of these characteristics can enhance employee performance.