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