It just occurred to me how high turnover might actually be a cost savings for the employer. I mean, you hire a bunch of young engineers, they take 2 years or so to get up to speed. You work them for the next 5-7 years until they're burnt out and hate engineering and leave to become yoga instructors. Then you just hire new ones. The two years you lose training an entry level engineer is probably more affordable than the salary increases you'd have to pay that engineer if he actually stuck around after a decade of abuse.