Bill Kosteas

That might be in one particular industry, it might have a much smaller effect.

In another one, it might have a larger effect, right?

So I always go back to this.

More research will help us dig into that and give better advice to employers and to policymakers as well.

No, well, so in our data, we focused, it was mostly pre, right, in the pre-pandemic era mostly.

And so that would actually be one interesting thing for us to look at as we get more data post-pandemic, right?

It's kind of hard, you know, you have maybe up to 20 years of data before the pandemic.

You don't want it to lop on, you know, a couple of years of data at the end post-pandemic because none of a good balance, you know, in terms of the numbers to really, and to see longer term effects post-pandemic.

Pandemic itself was odd.

From a labor market standpoint, obviously it was auditing for all aspects of life for many of us, right?

But from a labor market standpoint, it was a very unusual period of time.

And many folks were sitting at home, maybe doing their jobs or doing some version of their jobs.

And others were out still working and with heightened fears of getting sick, right?

And so there's a lot of things that went into play there.

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 work return over.

So.

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

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

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