Happy enough, or not disgruntled, enough to make change a priority.

From a management point of view if JetBlue pilots are willingly working for the pay and comepensation package they're paying them then the package is good enough.

They've noticed a slight problem with Newhire turnover- their solution seems to be to find folks that will stay longer because they don't have the background to get picked up by a legacy...

Beyond new hire turnover, in the minds of management, there's not very much pilot attrition therefore pilots are content therefore there's no reason to change bid against themselves and increase personnel costs. JetBlue pilots certainly aren't leaving for places that pay less so they're safe there, and since not many out of furloughs are leaving for the legacies they don't have to compete with them for pay/benefits in order to keep the pilots they have.

When pilots on property increasingly start to leave for the legacies and cite their pay and benefits compared to JetBlue as the reason they're leaving and management starts to fear that they won't be able to staff their flights if they can't keep their pilots then they'll start to compete with the legacies in terms of pay in benefits.

Management doesn't care about any one employee group as much as it cares about the company as a whole... when they perceive a weakness in one part of the company (pilot attrition for example) affecting performance and profits they'll move to improve on those areas to keep the operation running and profitable.