2022年BEC商务英语阅读精选（14）

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2022年BEC商务英语阅读精选（14）

Knowledge Nomads and Commitment

by Mallory Stark

Knowledge nomads are highly mobile workers. Like nomadic people, they move frequently from place to place. No one organization is their home or life. But also like nomadic people they build homes. Increasing employee mobility—the degree to which workers change companies-appears to be a fact of corporate life in the 2lst century. But are such workers less committed to their employers as a result?

The common perception is that workers who hop from job to job are less committed; perhaps even suffer from an inability to commit. However, according to Todd L. Pittinsky and Margaret J. Shih, in Knowledge Nomads: Organizational Commitment and Worker Mobility in Positive Perspective from the February issue of American Behavioral Scientist, the reality is that this new generation of “knowledge nomads,” while moving frequently, do form attachments and commit to employers when they stop. They are motivated to work hard, and commit themselves strongly to the companies in which they sojourn. But these commitments do not prevent the workers from moving again.

They form commitments when and where they stop. According to Todd L. Pittinsky, workers who are highly mobile (who move to new companies frequently) can be as committed to companies as workers who stay put in a single company. Employee commitment and employee mobility are wholly separate. Study by Todd L. Pittinsky and Margaret J. Shih shows that there was no inverse relationship between employee commitment and employee mobility. It was important to demonstrate this because there is a deeply ingrained belief among managers and management researchers that committed workers stay in companies and do not move. They tested the relationship multiple ways, and ran multiple statistical analyses, and found something very different and exciting.

It was found that commitment to company can coexist with high mobility. Moving between companies a lot does not prevent workers from committing to companies.

It is very common for folks to say today that workers are committed to their projects or to their own career, and not to companies. Nonsense. Employees can be committed to both themselves and to their companies.

参考译文

知识型游牧族与敬业精神

马罗里 · 斯达克

知识型游牧族是指流动极为频繁的员工。如同游牧民，他们不断地从一个地方迁徙到另一个地方。没有哪个公司会成为他们的家或人生的港湾。不过他们也像游牧民一样筑槽垒窝。越来越频繁的员工流动——员工频繁跳槽——似乎是21世纪企业所面临的现实。那么这些员工是不是就因此不那么敬业了呢？

人们一般认为，不断跳槽的员工不如终身待在一个企业的员工敬业。然而，根据托德 · L · 彼丁斯基（Todd L. Pittinsky）和玛格丽特 · J · 西（Margaret J. Shih）发表在《美国行为科学家》二月刊上的文章《知识型游牧民：从肯定的视角看敬业与员工流动》，这些新兴的知识游牧族，尽管不断地跳槽，但一旦在某家公司逗留，他们事实上也对雇主负责，忠诚于雇主。通过激励，他们会不遗余力、全心全意为所逗留的企业奉献自己的聪明才智。但是这些投入并不能阻止他们停止跳槽。

无论停留在何时、何地，他们都一样敬业。根据托德 · L · 彼丁斯基的观点，流动频繁的员工（即频繁更换公司的员工）和终生待在一家公司的员工一样的忠诚于其所在的公司。员工敬业与员工流动没有丝毫的必然联系。托德 · L · 彼丁斯基和玛格丽特 · J · 西的研究表明，员工敬业与员工流动不成反比关系。阐明这一点很重要，因为经理们和从事管理研究的研究人员都坚信，有奉献精神的员工会长期待在一家公司里，不会不断地跳槽。他们的研究从多角度测试两者的关系，并从多角度进行数据分析，结果（与大众观点）完全不同，这令人兴奋不已。

研究表明，频繁的流动与敬业是可以并存的。频繁更换公司并不阻碍员工对公司的奉献与敬业。

当今，还常听人们说，员工只会忠诚于自己的项目或事业，不会献身于某个企业，这纯属无稽之谈。员工既会对自己的事业全力以赴，也会对被雇用的公司不遗余力。

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