Corporate innovation is seen as a source of competitive advantage, and to promote this innovation, companies are investing heavily in organizational employees. Prior researchers have reported positive relationships between employee satisfaction and various corporate performances, but are relatively limited in innovation performance. This study focused on the direct effect of employees" tangible compensation satisfaction and work-life balance satisfaction on innovation performance and the indirect effect of mediating job satisfaction by using self-determination theory. For empirical analysis, employee satisfaction data and patent data were collected from Korean companies and analyzed by Heckman 2-stage model and Negative binomial regression analysis. As a result, it was found that employee"s tangible compensation satisfaction had a positive effect on innovation performance by mediating job satisfaction, but it was found that there was no significant effect through the direct path. On the other hand, it was analyzed that the satisfaction of work-life balance had a positive effect on innovation performance by mediating job satisfaction, and the positive direct effect was also significant.