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Employers tend to be clear-eyed about what generates loyalty. Retention bonuses are an admission that the best employees might need a little nudge to stay. Actual loyalty tends to get nugatory rewards: a week's extra holiday for 25 years of service?
雇主往往很清楚是什么产生了忠诚。留任奖金就是在承认，最优秀的员工可能需要一点动力才能留下来。真正的忠诚往往会得到没什么价值的奖励：任职25年就能增加一周的假期？
Netflix encourages its employees to speak to recruiters so that they know their worth in the open market and so that it can respond with counter-offers (an approach that makes more sense when you are prepared to pay top dollar and less so if you are in the non-profit sector).
网飞公司鼓励员工与招聘人员交谈，这样他们就知道自己在公开市场上有多少价值，这样网飞就可以用更好的薪资待遇回复员工(如果你准备支付高薪资，这种方法才更说得通，如果你在非营利部门，这个办法就不那么好了)。
Companies can nonetheless be wedded to the idea of loyalty. The group of employees who left Shockley Semiconductor Lab in the 1950s to found Fairchild Semiconductor was famously dubbed the "traitorous eight".
尽管如此，公司仍然可以坚守忠诚的理念。20世纪50年代离开肖克利半导体实验室，然后创立了飞兆半导体的一群员工被戏称为"八大叛徒"。
Some of that attitude still prevails. But unless you are a member of the mafia or a cleric, joining a competitor is neither treachery nor heresy.
这种态度在一定程度上仍然盛行。但除非你是黑手党成员或神职人员，否则加入竞争对手既不是背叛，也不是异端。
Indeed, boomerang hires—people who leave an employer and then come back—can offer a valuable blend of known quantity and new skills.
事实上，回旋镖招聘——离职的人又回到老东家——可以让已知数和新技能结合起来，这是非常有价值的结果。
Society can suffer if there is a surfeit of employee loyalty.
如果员工的忠诚度过高，社会可能会受到不利影响。
A paper on whistle-blowing, published in 2019 by James Dungan of the University of Chicago and his co-authors, found that employees were more likely to report wrongdoing if their concern was fair treatment of people outside the organisation and less likely to do so if they were more motivated by loyalty.
芝加哥大学的詹姆斯·邓根及其合著者在2019年发表的一篇关于检举揭发的论文发现，如果员工关心的是公平对待组织外的人，那么他们更有可能举报不当行为，如果他们更多的是出于忠诚的动机，那么他们不太可能这样做。
Other research suggests that competitive situations can encourage loyal members of one group to cheat in order to best another.
其他研究表明，竞争环境会鼓励一个群体中的忠诚成员为了打败另一个群体而作弊。
Employee loyalty can be great. Companies want workers who feel committed to them, who are prepared to go the extra mile and not join a rival at a moment's notice.
员工忠诚可以是伟大的。公司希望员工忠心耿耿，愿意付出额外努力，不会事先不打招呼就加入竞争对手的阵营。
Workers want to believe in and belong at a firm, confident that it warrants chunks of their finite time on Earth.
员工们希望能信赖公司并有归属感，相信自己将活在世上的有限生命中的大部分时间投入这份工作是正确的。
It is better all around, for job satisfaction and for performance, if employees stay put because they feel invested in their organisation than because they haven't got a better offer.
如果员工留在原公司是因为他们觉得想要致力于组织的事业，而不是因为没有更好的下家，那么这种情况对各方都更好：包括工作满意度和工作绩效。
But loyalty in the workplace is a self-interested decision, not a moral one. It should be contingent on being treated well, not a habit that becomes harder to break. Stay where you are because you like it, not because to leave would be immoral.
但职场中的忠诚是利己的决定，而不是道德上的决定。是否忠诚应该取决于是否被善待，忠诚不是一个越来越难改掉的习惯。留在原公司应该是因为你喜欢这里，而不是因为离开是不道德的。
