INVESTIGATION AND DEVELOPMENT OF THE ASA FRAMEWORK DIMENSION WITHIN THE ORGANIZATION

Abstract

The ASA (Attraction, Selection, Attrition) framework describes the attraction of the candidate to the workforce, the selection of the organization's workforce, and the reduction of the attrition within the organization that determines the type of person who persists and the behavior within the organization. People are attracted to organizations that fit their personality and needs. Factors that affect the relationship between a person with the organization is the suitability of individual personalities with organizational personality models. Organizations will benefit from increased job satisfaction, organizational commitment, a unified feeling in workgroups, organizational tenure, individual performance, by selecting individuals who fit the organizational culture. At the selection stage, organizations will select people they deem compatible for various jobs. The organization will choose people who share many common personality attributes, although they may not share common competencies. The final process in the ASA model is attrition, which describes that employee mismatches are more likely to make mistakes in work. Thus, unsuitable people choose or are forced to leave the organization, and those who still join the organization become more homogeneous groups that were initially employed, resulting in a higher level of compatibility for the individual within an organization. However, it should be further explored to employees who intentionally choose to leave the organization, whether due to incompatibility with the organization or any other contributing factors. Keywords: Attraction, Selection, Attrition