Organization and occupation influences in the attraction-selection-attrition process

This study tested predictions from B. Schneider's (1987) attraction-selecti on-attrition (ASA) model across 5 organizations (n = 681). Organization mem bership and occupa tional attributes interacted with individuals' turnover intentions to predict several personality variables. Relationships among or ganization membership, occupation type, and personality were partially medi ated by perceived structure. The 3-way interaction analyses indicated that occupation type may compensate for the effects of organizational characteri stics in making particular traits more suitable for a given organization. T he overall pattern of findings supports the more general ASA predictions, b ut the findings also suggest a need to develop a more refined conceptualiza tion of the trait homogenization process. The authors also discuss what tra it homogenization processes may imply about interpreting findings in organi zational behavior research in general and better understanding organization al diversity, culture, and organizations' capabilities in responding to cha nge.