Years of experience by reported intent to leave: C007 by C019

Respondents likely to leave their job, those who answered C019 at seven or above, reported fewer years of career experience (C007) than respondents not likely to leave: a mean of 3.77 years (n = 409 respondents) against 4.44 years (n = 337 respondents). The difference, −0.66 years, reached significance by Welch's test (t = −2.04, p = 0.041) and with standard errors clustered by engagement (t = −2.64, df = 149, p = 0.009, 150 engagements). The effect is small (Cohen's d = −0.15). Across the 746 respondents with both answers, years of experience correlated with intent to leave at r = −0.09 (p = 0.002, clustered by engagement).

The first table gives the base, the rule and the two groups. The second gives the tests of the difference and of the correlation.

The distribution of years of experience is reported in the file of C007, and the distribution of intent to leave in the file of C019. In both groups the median lay below the mean (2.0 against 3.77 years among respondents likely to leave, 3.0 against 4.44 among the others), so a minority with long careers raised each mean.

The analysis compared the two groups as a whole and was not broken down by segment.

No test of difference between segments was computed for this analysis. The only comparison is between respondents likely and not likely to leave.

Cancellation was not part of this analysis.

Customer satisfaction was not part of this analysis.

The engagement indicator mean was not part of this analysis.

Intent to leave is the answer to C019, “How likely are you to leave your current job in the next 12 months?”, rated 1 to 10. The analysis splits respondents at seven or above, the study's definition of likely to leave, and also correlates the full rating with years of experience. Both forms gave the same direction: fewer years of experience came with higher intent to leave.

The analysis concerns intent to leave alone, so no comparison across the four measures applies.

Respondents on the same engagement share conditions, so the tests were repeated with standard errors clustered by engagement across 150 engagements. The clustered test of the difference gave p = 0.009 and the clustered correlation p = 0.002.

No equivalence test was computed, because both tests found a difference from zero.

The difference was tested two ways, by Welch's test treating respondents as independent and by a regression with standard errors clustered by engagement. Both reached significance. No other robustness checks were computed.

Years of experience and intent to leave are separate questions, and neither enters the other. No part-whole correction applies.

A derived analysis has no profile against the study norm, so no comparison applies.

Respondents likely to leave had somewhat shorter careers than the others, a difference of under a year on means of about four years, and the association, though it held when clustered by engagement, is small. Years of experience track respondent role closely, as the file of C007 reports, so the difference cannot be separated from role here.

The evidence is the reported experience of the vendor's delivery teams, collected in a single cross-section. The association reported here is not causal.

Years of experience are the respondent's report. A report of zero means under one year, so the shortest careers are all recorded as zero.