Bill Kosteas

You know, I'm not sure that anything was terribly surprising in it, honestly.

You know, it's, you generally expect any kind of benefit that, whether we're talking about paid time off, whether it's flexed scheduling, retirement plans, training, all of these things can have an impact on job satisfaction and ultimately worker turnover.

So, yeah.

And that's, I'm hoping we'll later, we'll kind of, we could dig into some of the, why, why the, the nuance of, you know, in this paper, we focused on retention, right?

On turnover, but there's other margins of, of how workers can kind of respond to being dissatisfied at work.

And, you know, that's, maybe that'll be future, future avenues of research that we didn't dig into in this series of papers that we did, but.

And so not terribly surprising, maybe the magnitude of the results that we get.

But, you know, there's, you know, there's some limitations in the study.

So I one thing I always say to folks is something I was hammer hole with my own students is, yeah, on a single study, be careful not to put too much weight on the exact results, you know, and whatnot, you know, when we future research to kind of dig a little deeper.

I'm not sure about the full history of how we got there.

In a broader brushstroke, we've tended to be a bit more laissez-faire.

We have a smaller welfare state, typically.

If you compare us to

Most other OECD countries, but especially compared to Europe, where Europe, the amount of vacation time is more guaranteed.

And we wanted to be a little careful, too.

We lump in PTO, pay time off.

We're lumping both vacation and sick leave in together, and it's partially an artifact of the data.

The way the data was collected.

So we wanted to use the full timeframe available to us.

We had to look at them together.