Preparation of this article was partially supported by funds from the Center for Creative Leadership (CCL), Greensboro, NC while the first author was a CCL Adjunct Research Scientist. Harold W. Goldstein is now at New York University
THE ASA FRAMEWORK: AN UPDATE
Article first published online: 7 DEC 2006
Volume 48, Issue 4, pages 747–773, December 1995
How to Cite
SCHNEIDER, B., GOLDSTIEIN, H. W. and SMITH, D. B. (1995), THE ASA FRAMEWORK: AN UPDATE. Personnel Psychology, 48: 747–773. doi: 10.1111/j.1744-6570.1995.tb01780.x
We appreciate the support of Walter W. Tornow and CCL, the comments of Dov Eden, Amy Buhl, and Amy Kristof on earlier versions of this paper, and the constructive comments of the three anonymous reviewers.
- Issue published online: 7 DEC 2006
- Article first published online: 7 DEC 2006
In 1987, B. Schneider proposed a person-oriented model of organizational behavior based on the proposition that it is the collective characteristics of people who define an organization. He further proposed that, over time, organizations become defined by the persons in them as a natural outcome of an attraction-selection-attrition (ASA) cycle. We provide a brief overview of the ASA cycle and review literature relevant to two facets of the theory. The literature reviewed provides some indirect support for the proposal that founders and the members of top management have long-term effects on organizations through the ASA cycle. The literature reviewed provides both indirect and direct evidence supporting a central proposition of ASA theory–that organizations over time become relatively homogeneous with regard to the kinds of people in them. Suggestions for future research on ASA are presented.