Work-related well-being has numerous positive effects on both employees and organizations, such as higher work performance or higher productivity. Work-related well-being is often studied in the context of emotions experienced related to someone's work, and can be briefly defined as the absence of stress at work. There is a lack of research that deals with the workrelated well-being of less-skilled workers, so this work is focused on this stated population. The aim of the research was to examine which predictors predict the work-related well-being of lower-skilled workers through a quantitative and qualitative approach. 210 lower qualified workers participated in the quantitative part. The research was conducted online, and the participants completed the Affective Well-being at Work Scale, the Job Satisfaction Scale, the Utrecht Work Engagement Scale, the Work Recovery Questionnaire, the Work and Family Role Conflict Scale, and the Life Satisfaction Scale. They were additionally asked about socio-demographic characteristics, employment characteristics and characteristics of private/family life. There was found a significant positive correlation of affective workrelated well-being with job satisfaction, work engagement, recovery from work, conflict between work and family roles, and life satisfaction. A two-step hierarchical regression analysis was also performed with the listed variables. All predictors, except life satisfaction, proved to be significant in predicting affective work-related well-being and, together, they explain a total of 70,5% of its variance. 6 participants took part in the qualitative part. In conducted qualitative interviews, it was shown that the participants experience both pleasant and unpleasant emotions about their work, and their assessments of other variables were in line with the quantitative results. The participants associated these assessments with satisfaction with different employment characteristics, work demands and work resources. These results can be used for the purpose of increasing the work-related well-being of lowerskilled workers and reducing the experienced stress in order to consequently increase the success of the organizations.