Reports an error in "Political affiliation and employment screening decisions: The role of similarity and identification processes" by Philip L. Roth, Jason B. Thatcher, Philip Bobko, Kevin D. Matthews, Jill E. Ellingson and Caren B. Goldberg (Journal of Applied Psychology, 2020[May], Vol 105[5], 472-486). In the article "Political Affiliation and Employment Screening Decisions: The Role of Similarity and Identification Processes," by Philip L. Roth, Jason B. Thatcher, Philip Bobko, Kevin D. Matthews, Jill E. Ellingson, and Caren B. Goldberg (Journal of Applied Psychology, Vol. 105, No.5, pp. 472- 486. http://dx.doi.org/10.1037/apl0000422), Kevin Matthews gathered data and administered study materials, not Philip Bobko. (The following abstract of the original article appeared in record 2019-56106-001.) Recent research in political science, along with theory in applied psychology, has suggested that political affiliation may be associated with substantial levels of affect and, thus, might influence employment decision-makers. We designed 2 experiments using social media screening tasks to examine the effects of political affiliation similarity on ratings of hireability. Our findings in both studies suggest that the identification (capturing positive affect) and disidentification (capturing negative affect) of a decision-maker with a job applicant's political affiliation were important variables that influenced perceived similarity. Consistent with the similarity-attraction paradigm, perceived similarity was related to liking and, in turn, liking was related to expected levels of applicant task and organizational citizenship behavior performance. Further, in both studies, political affiliation related variables influenced hireability decisions over and above job-relevant individuating information. Future research should continue to examine political affiliation similarity, particularly in light of its frequent availability to decision-makers (e.g., via social media websites). (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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“政治派别和就业筛选决定：相似性和识别过程的作用”：Roth 等人的更正。(2020)。

报告了 Philip L. Roth、Jason B. Thatcher、Philip Bobko、Kevin D. Matthews、Jill E. Ellingson 和 Caren B. Goldberg 在“政治派别和就业筛选决策：相似性和识别过程的作用”中的错误（期刊应用心理学，2020 年[5 月]，第 105 卷[5]，472-486）。在菲利普 L. 罗斯、杰森 B. 撒切尔、菲利普博科、凯文 D. 马修斯、吉尔 E. 埃林森和卡伦 B. 戈德堡撰写的“政治派别和就业筛选决策：相似性和识别过程的作用”一文中（ Journal of Applied Psychology, Vol. 105, No.5, pp. 472-486. http://dx.doi.org/10.1037/apl0000422)，Kevin Matthews 收集数据并管理研究材料，而不是 Philip Bobko。（以下原文摘要出现在记录 2019-56106-001 中。) 最近的政治学研究以及应用心理学的理论表明，政治派别可能与相当大的影响水平有关，因此可能会影响就业决策者。我们设计了 2 个使用社交媒体筛选任务的实验，以检查政治派别相似性对可雇用性评级的影响。我们在这两项研究中的发现表明，对具有求职者政治派别的决策者的认同（捕捉积极影响）和不认同（捕捉消极影响）是影响感知相似性的重要变量。与相似性吸引范式一致，感知到的相似性与喜欢有关，反过来，喜好与申请人任务的预期水平和组织公民行为表现有关。此外，在这两项研究中，政治派别相关变量影响可雇用性决策，而不仅仅是与工作相关的个性化信息。未来的研究应继续检查政治派别相似性，特别是考虑到决策者经常可以使用它（例如，通过社交媒体网站）。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。