This statistic shows the share of employees in the U.S. by the contributors which they consider very important to job satisfaction in 2019. During the survey, ** percent of the respondents named people at work as a factor that is very important to job satisfaction.

According to a 2024 survey conducted among employees in the Asia-Pacific region, approximately ** percent of respondents in Indonesia were satisfied with their jobs. In comparison, around four out of 10 surveyed employees in Japan reported being satisfied with their jobs. More employees across most Asia-Pacific countries and territories experienced job satisfaction in 2024 compared to 2023.

How many UK adults are satisfied with their jobs in 2024? How much confidence do British workers have in their company’s leadership? We share all of this and more, revealing the latest job satisfaction statistics of 2024.

Introduction

Job Satisfaction Statistics: Job satisfaction plays a key role in how engaged and productive employees are at work. Recent reports show that only about 20% of employees worldwide feel truly engaged, which points to a big opportunity for improvement. In the U.S., 53% of workers say they’re satisfied with their jobs, with factors like work-life balance, salary, and career growth influencing their feelings.

When companies focus on job satisfaction, they often see lower turnover rates, happier employees, and better performance overall. Understanding job satisfaction statistics is becoming important for businesses that want to meet the needs of their teams and boost workplace morale.

Whether we’re looking for a new job as a new year’s resolution, switching career paths, or looking to progress into a more advanced role, we Brits carry out a vast array of online searches relating to new jobs every single day. But which jobs are most in-demand in 2024?

Percentage of persons aged 15 years and over by level of job satisfaction, by gender, for Canada, regions and provinces.

41% of people in the UK feel that they’re paid less than they should be for the job they’re doing. 61% of UK adults are not planning on asking for a pay rise in the next 12 months, even though only 39% feel they’re currently paid fairly. Almost twice as many men than women plan on asking for a pay rise in the next 12 months (32% vs 18%). Men are also more likely to ask for larger pay increases than women. More than 1 in 10 UK adults have no confidence in the leadership of their company, feeling that they cause more harm than good. 1 in 20 Brits feel they’re not very good at their jobs. People who have children tend to feel less confident in their ability to do their jobs. Online searches for ‘jobs near me’ spiked in mid-January 2023.

In the world of work, more experience often equals higher pay. But is this always the case? With factors such as the rising cost of living, inflation and changes in role requirements constantly impacting how we feel about the amount we’re paid, is there any correlation between our perception of salaries and our age?

This statistic shows the percentage of workers in the United States who are overall satisfied with their job from 2005 to 2016. In 2016, about ** percent of U.S. respondents were satisfied with their jobs overall.

A comprehensive dataset of employee and job satisfaction statistics for 2024 and 2025, covering the United States and global comparisons. Data includes breakdowns by age, race, income, job type, and key drivers such as pay satisfaction, burnout, hybrid work, recognition, and sense of purpose.

Salaries for the same role can differ vastly from one city or region to another, depending on a wide range of factors.

Worldwide, employee satisfaction increases with company size, numbers from Glassdoor show. While employees working at companies with between *** and ** employees had average satisfaction levels of ***, they were *** point higher among employees working at companies with more than 10,000 employees.

The Global Satisfaction Index is a combination of employees’ satisfaction with their job, their pay, and their organization, plus their willingness to recommend their organization as a good place to work.

Percentage of persons aged 15 years and over by level of job satisfaction, by gender and other selected sociodemographic characteristics: age group; immigrant status; visible minority group; Indigenous identity; persons with a disability, difficulty or long-term condition; LGBTQ2+ people; highest certificate, diploma or degree; main activity; and population centres and rural areas.

As of 2023, impactful work was the most important organizational attribute for employees worldwide, with ** percent of respondents choosing that option. Career advancement opportunities and employer ethics and compensation were the other leading elements crucial for ensuring job satisfaction among employees.

WBB61 - Job Satisfaction. Published by Central Statistics Office. Available under the license Creative Commons Attribution 4.0 (CC-BY-4.0).Job Satisfaction...

A dataset containing statistics on work-life balance, employee burnout, flexible work policies, productivity, and job satisfaction, based on surveys and reports.

This study contains data on the working conditions of 1,455 workers aged 16 and older who were working for pay for 20 or more hours per week in the United States in the period 1972-1973. This survey is the second undertaken by the investigators to provide an overview of working conditions in the American labor force. The aims of this survey and many of the questions that were asked were comparable to those of the related collection, SURVEY OF WORKING CONDITIONS, 1969-1970 (ICPSR 3507). Among the major aims of this survey were: (1) assessment of the frequency and severity of work-related problems experienced by employed people in general and by major demographic and occupational subgroups, (2) identification of major demographic or occupational groups that were most affected by these problems, (3) development of valid measures of job satisfaction suitable for use with samples of workers in heterogenous occupations and under a variety of conditions, (4) assessment of the impact of working conditions upon the well-being of workers, especially their physical and mental well-being, and (5) establishment of normative statistics that might permit other investigators to compare their data from more limited subsamples of workers with national norms. The major measures used in both surveys were the frequency and severity of labor standards problems, the quality of employment indicators that were shown to be predictors of job satisfaction, the job satisfaction indices themselves, and the ratings of important job facets. Respondents were asked questions about many facets of their job situations and other areas of their lives that might be affected by their jobs in order to assess the impact of work on them. Questions included job tension, security, physical health, job satisfaction, and financial well-being. A series of questions regarding job expectations were also asked. Additional questions probed respondents' feelings about their relationship with their supervisors and their overall contentment with their jobs and with life in general. This survey differs from the earlier survey in the greater emphasis that was placed on questions related to respondents' physical health, drinking habits, and career development. The structured interview schedule contained both closed and open-ended questions. Many of the open-ended questions were directed at estimating the frequency and type of labor standards problems, such as those with unions, discrimination, physical working conditions, wages, and work schedules. Demographic variables provide information on age, sex, race, education, and income.

It can be really difficult to put hard work into a job you feel you’re not right for, or that doesn’t play to your strengths. That’s why we asked respondents how self-confident they feel in their ability to do their job....

Raw data for Nature's 2016 salary and job satisfaction survey