The article elaborates on the characteristics and indicators of work life balance (WLB). The focus is on the selected criteria of WLB as well as social life and time spent off work. The WLB factors chosen and discussed are: the amount of stress, exhaustion and lack of time for family activities and responsibilities in the context of WLB. The results of the European survey conducted by the Eurofond are compared with the authors' questionnaire survey conducted in Slovakia in 2015. The survey results revealed stress and working hours to be statistically significant factors that can be seen as obstacles in the WLB and fulfilling family duties for many Slovaks. The survey also shows that the given sample of Slovak respondents performed much worse in the criteria of stress and lack of time results than the European average according to the Eurofond survey. The results could be partly influenced by the fact that the survey participants were mostly employed in the social sector.

Job satisfaction covers all factors affecting a particular work activity. Gender is one of the internal job satisfaction factors. The purpose of the paper was to find job satisfaction differences related to gender in selected characteristics of employees working in the engineering sector. A questionnaire method was used to conduct the survey. Questionnaire items were selected from the questionnaire developed by Paul E. Spector (1994) and the Minnesota Satisfaction Questionnaire (MSQ). The respondents were employed in a Slovak engineering company, and the sample consisted of 60 respondents with balanced basic and specific characteristics. Paper questionnaires were distributed to the respondents while observing all the ethical rules of the survey. The results are expressed in means, standard deviations and p-values. In addition, a two-sample t-test was used. It was found that job satisfaction is perceived differently by male and female workers in the areas examined. Statistically significant differences were established in the areas of remuneration, recognition, and use of one’s abilities at work. Statistically insignificant areas of job satisfaction include meaninglessness of work, experiencing happiness at work more than others, and satisfaction with the relationship with supervisors. AcknowledgmentThe paper was written under the project Multiplier Effects of Human Capital Quality on Economic Performance and Competitiveness of the Slovak Economy and supported by the Grant Agency VEGA of the Ministry of Education, Science, Research and Sport of the Slovak Republic [No. 1/0357/21].