2022年06月四级第2套仔细阅读 Passage 1 原文翻译及答案解析

Social media can be a powerful communication tool for employees, helping them to collaborate, share ideas and solve problems. Research has shown that 82% of employees think social media can improve work relationships and 60% believe it can support decision-making processes. These beliefs contribute to a majority of workers connecting with colleagues on social media, even during work hours.

社交媒体可以是员工的强大沟通工具，帮助他们协作、分享想法和解决问题。研究表明，82%的员工认为社交媒体能改善工作关系，60%认为它可以支持决策过程。这些信念促使大多数员工在社交媒体上与同事联系，甚至在工作时间内。

Employers typically worry that social media is a productivity killer; more than half of U.S. employers reportedly block access to social media at work. In my research with 277 employees of a healthcare organization I found these concerns to be misguided. Social media doesn't reduce productivity nearly as much as it kills employee retention.

雇主通常担心社交媒体是生产力杀手；据报道，超过一半的美国雇主在工作时封锁社交媒体访问。在我对一家医疗组织277名员工的研究中，我发现这些担忧是被误导的。社交媒体对生产力的减少远不如它对员工保留率的破坏。

In the first part of the study I surveyed the employees about why and how they used platforms like Facebook, Twitter, or Linkedln. Respondents were then asked about their work behaviors, including whether they felt motivated in their jobs and showed initiative at work. I found employees who engage in online social interactions with co-workers through social media blogs tend to be more motivated and come up with innovative ideas. But when employees interact with individuals outside the organization, they are less motivated and show less initiative.

在研究的第一部分，我调查了员工为什么以及如何使用Facebook、Twitter或LinkedIn等平台。然后询问受访者的工作行为，包括他们是否对工作感到有动力并在工作中表现出主动性。我发现，通过社交媒体博客与同事进行在线社交互动的员工往往更有动力并能提出创新想法。但当员工与组织外的人互动时，他们的动力较低，主动性也较差。

In the second part of the study I found 76% of employees using social media for work took an interest in other organizations they found on social media. When I examined how respondents expressed openness to new careers and employers, I found that they engaged in some key activities including researching new organizations and making new work connections.

在研究的第二部分，我发现76%使用社交媒体工作的员工对他们在社交媒体上发现的其它组织产生了兴趣。当我检查受访者如何表达对新职业和雇主的开放态度时，我发现他们参与了一些关键活动，包括研究新组织和建立新工作联系。

These findings present a dilemma for managers: employees using social media at work are more engaged and more productive, but they are also more likely to leave your company. Managers should implement solutions that neutralize the retention risk caused by social media.

这些发现给管理者提出了一个困境：在工作中使用社交媒体的员工更投入、更高效，但他们也更可能离开你的公司。管理者应该实施解决方案，以中和社交媒体引起的保留风险。

They can create social media groups in which employees will be more likely to collaborate and less likely to share withdrawal intentions or discussions about external job opportunities. Managers can also use social media to directly reduce turnover (跳槽) intentions, by recognizing employees' accomplishments and giving visibility to employees' success stories.

他们可以创建社交媒体群组，使员工更可能协作，而较少分享辞职意向或关于外部工作机会的讨论。管理者还可以利用社交媒体直接减少跳槽意向，通过认可员工的成就并让员工的成功故事可见。