## 4 Results and Discussion

Table 5: Testing the strongest influences (dual-core) for a European model of predicting job satisfaction in terms of average marginal effects by following a pessimistic and unbalanced approach of treating missing values (0 to 3 scale, where 0, which indicates a strong disagree, is also used for missing, undecided answers and unwillingness to respond). To do these tests, we considered the case with all respondents from most of the European countries included in the Wave 7, as provided by SHARE-ERIC (75,674 European individuals aged 50 and over from the entire 76,520 records dataset). At this level, we had an outstanding positive surprise due to these two influences corresponding to the [PERSON]'s pyramid of hierarchical levels of needs mostly for belonging and esteem (the third and fourth upper layers) identified in this paper by triangulating [111] and cross-validating, starting from a much lower level (Romania, more than 2000 records). Under these circumstances, these top two predictors suggested by the three nomograms (Figures 2-4) have additionally confirmed the first hypothesis (H1) and the last two (H4 and H5) at this higher level, and also their previously identified order of importance (the first is the atmosphere at the workplace and the second is receiving recognition for work done). All these previous findings were done under the conditions of using the same approach of assimilating the missing, undecided and unwilling state of answers to a middle extra level (the value of 2 from 0 to 4 scale) in the resulting scale (Table 4) and analysing both full and partial job satisfaction and only full job satisfaction. The maximum VIF of 8.25 still leaves room for exploring and adding new specific influences on this dual-core foundation. At this macro level, after switching to a pessimistic and unbalanced way of treating missing data and unclear responses, we recomputed the results for the dual-core (Table 5) and compared them with the ones corresponding to the balanced approach applied before (Table 4) and, also in the entire paper We found that, although using this improper treatment indicated in Table 5, the dual-core still persists, but the ratio between the magnitudes of its components visibly changes in favour of the variable corresponding to receiving recognition of work done. Moreover, the values of ROC and R-squared increase and, as expected, the values of the maximum VIF decrease in all scenarios involving first, second and both parts of the dual-core. These additional tests in Table 5 emphasize the general impact of the way of pre-processing and treating missing data on the resulting predictive models. Moreover, they underline the strength of the already identified dual-core part, as the common set of the strongest influences on job satisfaction, for this particular region and this well-defined target group. In our future research, we intend to explore the peculiarities of other European countries, using the same approaches, methods and tools described in this paper. We consider the datasets provided by SHARE-ERIC to be very promising in terms of potential to support the exploration of many other patterns, when trying to identify reliable predictors of not just job or life satisfaction.