## 2 Literature Review
[PERSON] and [PERSON] (2011) [57] highlighted an influence of low job satisfaction on behaviours that may induce higher costs for the employers, such as high absenteeism, laziness in work, and poor organizational performances. In the same direction, [PERSON] (2005) [58] found that high levels of job satisfaction could generate negative actions (e.g., laziness) with counterproductive effects for the institutions. The relationship between job satisfaction and retirement age is well documented in the literature, but the approaches differ greatly. [PERSON] et al. (2006) [59] demonstrated that extrinsic job satisfaction was significantly correlated with an increased age for retirement. More nuanced, [PERSON] et al. (2015) [60] found that a negative relationship between phased retirement and job satisfaction, emphasizing the positive influence of career continuity for the satisfied workers. In the case of nurse residents from rural and urban centres, [PERSON] et al. (2012) [61] emphasized that there were differences between them in terms of job satisfaction and stress. Therefore, they found that the rural residents recorded higher levels of job satisfaction and lower ones for job stress at the residency programme's end than their urban counterparts did. The relationship between job satisfaction and loneliness is studied by few researchers, especially in the case of migration abroad ([PERSON], 1999) [62]. [PERSON] and [PERSON] (1999) [63] defined loneliness as a condition associated with a variety of individual differences including depression, hostility, pessimism, social withdrawal, alienation, shyness and low positive affect. According to other opinions, loneliness was considered as a discrepancy between one's desired and achieved level of social contact [64]. While [PERSON] (1982) [65], [PERSON] (2015) [66] and [PERSON] (2005) [67] stressed the fact that loneliness and isolation are the best predictors of job dissatisfaction, [PERSON] and [PERSON] (2011) [68] found that what matters for increasing the job satisfaction are not the levels of loneliness, but the management's attitudes towards the migrant employees, including the regulations to preserve their rights. [PERSON] (2000) [69] and [PERSON] and [PERSON] (2007) [70] also underlined a negative correlation between loneliness and job satisfaction and a positive one between job satisfaction and life satisfaction. Other empirical studies confirmed that workplace loneliness and poor quality of interpersonal relationships have a negative influence on job satisfaction and happiness [71]. In the case of a sample of Brazilian teachers, [PERSON] (2015) [72] emphasized that the relationship between loneliness and job satisfaction could be clear enough if considering that loneliness is linked with life satisfaction. [PERSON] (2005) [72], [PERSON] and [PERSON] (2001) [73] and [PERSON], [PERSON] and [PERSON] (2005) [74] also emphasized a negative relationship between self-efficacy as predictor of job satisfaction, and loneliness. Moreover, it has already been emphasized that, usually, all emotional tensions lead to lower performances in both public and private institutions [75]. The number of jobs previously held is an interesting variable that may give a clue regarding one's decision to become satisfied at work. It could easily be understood that somebody who changed many jobs during their lifetime did so for many reasons, but one could be linked with the idea that he/she was usually unsatisfied. There are few studies emphasizing such a correlation or even a lack of it. For example, [PERSON] and [PERSON] (2004) [76] found no such relationship among academic reference librarians in a study conducted between 1991 to 2001 in six different regions of the United States. [PERSON] et al. (2014) [77] also stressed no evidence between job satisfaction among Polish anaesthesiologists and previous number of jobs. On the contrary, other studies emphasized a relationship between these two.