The consequences of temporary jobs for job satisfaction are not clear. This article examines the effect of two crucial moderators in the association between temporary contracts and job satisfaction: the reason for being a temporary worker and the duration of temporary contracts. Using the ad-hoc module of the 2017 EU Labour Force Survey (EU-LFS), this study examines 27 European countries separately. Results show that involuntary temporary workers (those who wanted a permanent contract but could not find one) tend to be less satisfied than permanent employees. However, voluntary temporary workers (those who prefer temporary over permanent jobs) and temporary workers in apprenticeships or probation periods are generally as satisfied as permanent employees. Shorter contracts frequently exert negative effects on job satisfaction, but only among involuntary temporary workers. Results differ between countries: the differences between temporary and permanent workers are insignificant in Scandinavian countries but large in the post-Socialist states.

Over the last three decades, the professional landscape has changed, and career paths have become more plural, complex, and flexible, as well as less predictable. Consequently, career sustainability has become a major concern. Since the framework of sustainable careers captures the complexities of modern careers, we used it in the present study to understand how various types of significant life events (i.e., negative work events, negative nonwork events, positive work events, and positive nonwork events) hinder or foster career sustainability among 870 professionally active adults in Switzerland using a longitudinal design. We used repeated measures analysis of variance to study changes in health (i.e., self-rated health and stress at work), happiness (i.e., life satisfaction, quality of life, and job satisfaction), and productivity (i.e., employability and career prospects) by the type of significant life events over time, from 1 year before the event (T0) to 1 year after the event (T2). Results indicated that work events are important to consider when studying career sustainability as there is evidence for spillover effects from work to life. Specifically, experiencing positive work events seems to foster career sustainability, and these effects seem to be stronger than the negative effect of negative work or nonwork life events on health, happiness, and productivity.

Women in Spain are normally equally or more educated than their male partners. However, the gendered division of housework and paid work remains one of the most traditional ones in Europe. Using the 2018 Fertility Survey, I studied how the division of domestic work is affected by women's egalitarian attitudes and partners' relative incomes, and explored the effects of spouses' educational differences, looking at nine possible couple compositions. Two theories of housework division were contrasted: relative resources and doing gender. The results provided little support for the former and wide evidence of the latter. After controlling for relative work and relative wages (among others), only highly educated women do less housework. Nevertheless, it only happens when they are coupled with men that are not low educated. The results suggest that there is more equity if women with upper secondary education also have highly educated partners, but the association is not clear. Simultaneously, men increase their housework contribution if they earn more or the same as women, but not when women are the main earners. No influence of gender-egalitarian attitudes was found. These results contribute to understanding the consequences of educational differences between partners and is the first one to study the effects of gender-egalitarian attitudes on housework division in Spain. Significant limitations must be considered, namely, because of the use of a subjective indicator. The results are best interpreted as pointers for future analyses with time use surveys.