I also think they tend to be the older ones among us who have seen what happens when it all goes wrong, and the stack comes tumbling down, and so want to make sure you don't end up in that position again. Covers all areas of IT from Cyber, DR, not just software.
When I have moved between places, I always try to ensure we have a clear set of guidelines in my initial 90-day plan, but it all comes back to the team.
It's been 50/50: some teams are desperate for any change, and others will do everything possible to destroy what you're trying to do. Or you have a leader above who has no idea and goes with the quickest/cheapest option.
The trick is to work this out VERY quickly!
However, when it does go really wrong, I assume most have followed the UK Post Office saga in the UK around the software bug(s) that sent people to prison, suicides, etc. https://en.wikipedia.org/wiki/British_Post_Office_scandal
I am pretty sure there would have been a small group (or at least one) of tech people in there who knew all of this and tried to get it fixed, but were blocked at every level. No idea - but suspect.
Hard to be proud of the work you produce when you have no ownership over it, and companies show less and less loyalty and investment in their employees. When, at any random time, you can be subject to the next round of layoffs no matter how much value you contributed, it's hard to care.
So yeah, for most it's just a paycheck unless you are working for yourself, or drank a gallon of the koolaid and seriously believe in whatever the company's mission is/what it's doing.
I'm proud of my own work and projects I do for myself, tech or otherwise, and put great care into it. At $dayjob I do exactly what I am paid to do, nothing more nothing less, to conserve my own mental energy for my own time. Not saying I output poor work, but more so I will just do exactly what's expected of me. The company isn't going to get anything extra without paying for it.
Didn't used to be that way, but I've been burned far too many times by going "above and beyond" for someone else.
If employees had more ownership and stake in the companies they work for, I think the attitudes would change. Likewise, if companies went back to investing in training and retention, loyalty could go both ways again.