Within the analytical framework of the new human capital theory, this paper delves into the impact of non-cognitive abilities on the quality of employment for workers. The new human capital theory centers on abilities, highlighting the significant role of non-cognitive abilities in the formation of human capital. Non-cognitive abilities, representing dimensions of ability that do not directly engage in cognitive activities but exert a notable influence on their outcomes, encompass attitudes, personality, emotions, and various other aspects. These abilities remain relatively stable in the mid-to-late stages of an individual's life cycle and exert a profound impact on workplace performance. By reviewing relevant literature, this study reveals that non-cognitive abilities have a significant and enduring influence on multiple dimensions of employment quality indicators for workers, particularly income level, unemployment rate, and job satisfaction. Specifically, non-cognitive abilities are not only directly linked to workplace performance but also indirectly affect income level through multiple pathways such as educational attainment, occupational choice, and the accumulation of social capital, with their impact being more stable compared to cognitive abilities. Furthermore, strong non-cognitive abilities can help workers quickly overcome unemployment challenges or avoid the likelihood of unemployment altogether. The level and structure of non-cognitive abilities play a crucial role in the subjective evaluation of employment quality—job satisfaction.