Schneider's (1987) attraction-selection-attrition (ASA) model proposed that people are attracted to and selected by organizations based on some fit between personal and organizational characteristics, and if they find they do not fit they leave, resulting in increasing homogeneity of persons in the organization. This study examined the propositions of the ASA model through four simulated organizations and a K-means clustering algorithm was used to run sensitivity analyses to represent simulated behavior of organizations with varied starting parameters, i.e., selection ratio and attrition thresholds. Results replicate and extend Wendt's (2006) hypothesis that k-means cluster analysis can be used as a means to investigate the workings of the ASA model and homogeneity hypothesis.
|School Location:||United States -- Illinois|
|Source:||MAI 46/05M, Masters Abstracts International|
|Keywords:||Attraction-selection-attrition, Cluster analysis, Organizational behavior, Person-environment fit|
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