leaving, being made to leave, ...
Thing is, companies gamble - to get maximum benefit out of employing you, they have to keep you just happy enough.
For high-flyers that are a) rich enough to work for other reasons than paying the bills and/or b) employable enough elsewhere that another job is merely a phonecall away, that required level of happiness is significantly higher than for the mass of generic employees.
And what help is it if you have some primadonna who may do the work of 30 "generics" if he not only costs 5x as much but also requires a level of happiness that, for you to provide him with, increases your "costs" (as in: your time and/or your money spent on non-wages costs) another 5x ?
Also, given that these primadonna-type engineers don't reflect in "performance numbers" because they blow the scale - you can't do more than exceed targets, can you - what help is it to you as a manager if you can't show you improved your department's performance simply because your department's performance already is super-optimal ?
Just hire another 10 cheap minions that don't ask questions, don't make demands, and don't have ambitions. People that are happy to appear at 9am, shovel whichever stuff is thrown at them, and leave 5pm saying "glad to get home". Your work as senior level manager becomes so much easier, as you now have a mass of bodies to work with, and numbers average out better, and you (as a manager) get some freedom to "rule".
Performance suffers, somewhat. Not necessarily catastrophically though. Or, at least, not catastrophically till you've been promoted out of the mess. Creativity and ambition suffer a lot, but then you don't really need that in your mature core organization - you can always purchase inventions elsewhere !
That's a bit of the sad side of reality.
If you can afford to work for other reasons than money, why should you stay with a position that doesn't make you happy ? If you can get a position elsewhere for sufficient money but higher levels of happiness for yourself, why should you not take it ?
And if you're a manager for a person like that, why would you even want to retain them ?