Introduction Job quality, as well as employees’ satisfaction with it, is becoming more and more important nowadays. Some analysts even claim that these variables should be included in organizations’ annual reports and Wall Street critiques (Connell, Burgess and Hannif 60). Job quality is a complex and broad term. It is about identification, commitment, and performance. If talking about employees, job quality is one of the main factors that determine the quality of life. If talking about organizations, the quality of jobs they offer is associated with the productivity of their work, organizational performance, achievement of goals, etc. In broader terms, the higher job quality in the country, the higher quality of life its citizens have, and the better national economic performance can be observed (Connell, Burgess and Hannif 60). It is hard to determine what constitutes job quality. That is evident that the concept includes job satisfaction, conditions of work, salaries, wellbeing of workers, relationships within and outside the workforce and so on. However, it is impossible to recount all its attributes or determinants. There are several approaches that can be used to measure job quality. The first one is called the minimum standards approach (Connell, Burgess and Hannif 63). It is based on the demands that every working arrangement is supposed to meet. Many of those demands are linked to basic human rights. However, the approach fails to measure job quality correctly since it is unable to provide any differentiation between those jobs that meet minimum standards; thus, it does not delve into the concept. The next approach called the second tier standards approach considers a greater number of variables and goes beyond minimum labor standards (Connell, Burgess and Hannif 64). Apart from the primary labor standards, the approach also focuses on factors, which determine the so-called decent jobs – particular conditions that every individual reasonably expects from their work. Examples include the healthy balance between working and non-working lives, employment security, protection of employees’ health and wellbeing, etc. Although this approach considers more factors than the previous one, it does not give any insight into job quality from the perspective of employees. The third method, the job quality index approach, is aimed to determine an index of job quality with the help of quantifications and measurements. Again, just like the previous two methods, this one overlooks the impact that job quality determinants have on the workforce. Finally, there is the job characteristics approach. It determines basic elements that constitute job satisfaction, both objective and subjective ones, and examines those against particular jobs (Connell, Burgess and Hannif 65). This method is the most common and used in this paper as well. The present-day situation in the market worsens job quality and makes people from all over the world feel various job difficulties. The main and the first difficulty every applicant faces is the difficulty of finding a job. As John Martin, the OECD Directorate for Employment, Labor, and Social Affairs, states, for almost half of the century, the world economy