Four in 10 U.S. workers have roles with the characteristics of “quality jobs,” such as fair pay, predictable schedules and opportunities for career growth and advancement, according to an Oct. 16 report based on the American Job Quality Study, led by Jobs for the Future, The Families & Workers Fund and W.E. Upjohn Institute for Employment Research and conducted by Gallup.
Workers with quality jobs report higher levels of job satisfaction (58% versus 23%), better health and higher overall life satisfaction, the report found. Previous research also found these factors are associated with lower turnover, higher productivity and stronger business performance.
“Counting jobs is no longer enough. This study shows what truly defines a good job and why job quality, not just job quantity, is essential to a thriving workforce,” Stephanie Marken, senior partner at Gallup, said in a statement.
“Workers in quality jobs aren’t just more satisfied, they’re also healthier, more engaged and more productive,” Marken added. “Improving job quality isn’t only the right thing for workers; it’s a smart investment in stronger businesses and a more resilient economy.”
In a survey of more than 18,000 U.S. workers across various industries, geographies and job types, 29% said they’re “just getting by” or “finding it difficult to get by,” while 43% said they’re “doing okay” and 27% are “living comfortably.”
Most Americans reported having autonomy about how they work but not when they work, with 71% agreeing that they can decide how to carry out their work. However, 62% said they lack work schedules that are stable, predictable or controllable, which can drive stress and disengagement.
In addition, while most Americans feel respected at work, they also want more say in the decisions that affect their jobs. Although 83% said they’re treated with respect by co-workers and customers, many said they have less influence than they should over pay and benefits (69%), technology adoption (55%) and working conditions (48%).
Beyond that, only half of employees said they’ve participated in on-the-job training and education opportunities during the past year, even though job satisfaction is linked with these initiatives. Employees with more formal education and those at larger organizations were more likely to say they received employer-provided development and advancement opportunities.
“This is about creating a clearer, and more actionable, picture of our country’s economic health,” Maria Flynn, president and CEO of Jobs for the Future, said in a statement. “With this data, our goal is to help policymakers, researchers and business leaders understand the conditions that can support stronger businesses, better outcomes for workers and inclusive economic growth.”
Job satisfaction has reached a record high for older workers but declined for those under age 25, widening a generational divide, according to a report from The Conference Board. Younger workers need more personalized engagement strategies, including culture and growth opportunities.
High turnover, in particular, has thwarted employers’ front-line training goals, according to a survey by the Association for Talent Development. Managerial coaching, job shadowing and knowledge sharing could help, the report found.
Additionally, HR teams say they’re in need of talent but training has been deprioritized, according to HR Dive’s 2025 Identity of HR survey. With quick changes in technology and the work environment, though, learning and development opportunities can help companies boost skills and retention among existing employees.