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.

        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.

        In the first part of the study I surveyed the employees about why and how they used platforms like Facebook, Twitter, or LinkedIn. 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.

        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.

       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.

        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.

解析：B。根据题干中的employees using social media for work可定位至原文第四段第一句。该句提到，在研究的第二部分，作者发现76%在工作中使用社交媒体的员工对他们在社交媒体上发现的其他公司感兴趣。接着又在最后一句中提到这些员工会进行一些关键活动，如调查新公司、建立新的工作关系，这些活动都与寻找新工作有关，由此可知，大多数在工作中使用社交媒体的员工会更容易寻找新工作。B项与此相符，其中的Most of them对应定位句中的76%，explored new job opportunities对应该句中的took an interest in other organizations，故正确答案为B。

错项排除：A项利用原文中的intentions设置干扰，但seldom expressed在文中无依据，故排除。C项利用原文中的collaborate设置干扰，但reluctant无依据，故排除。D项利用原文中的productivity设置干扰，但原文中说的是使用社交媒体的员工效率更高，D项与此相悖，故错误。