Asa Framework

In recent years, the company in the United States has become more diversified. Due to changes in social culture, the diversity of labor from racial, sex and ethnic perspectives is increased and protected to some extent by law. Although the diversity of the population of US companies has become more obvious, it has been thought that various individual differences in value, attitude, belief, and personality existed for a while. However, Benjamin Schneider, professor of psychology at the University of Maryland, believes that the range of individual differences in these psychological variables is not very common in enterprises.

Schneider proposed an attractive selective consumption (ASA) framework to explain organizational behavior (440). Schneider's work is mainly about corporate uncertainty. Instead, employees decide on corporate culture. Company's appeal, company selection, and company's natural wear and tear can affect certain people within the company. These people decide the behavior of the organization (Scheneider, 1987). From 1997 to 1999, I worked at a company called TNA North America. It is based in Sydney, Australia and is selling and repairing packaging equipment to various customers in North America. In this company, we all have very similar values, attitudes and beliefs. One of the employees who are very different from our other employees is the total sales manager. He is different in many ways from our other people.

According to Schneider's ASA framework, the attractiveness of people and organizations is based on their similarity. This will affect the applicant's job application method and recruitment decision within the organization. Empirical evidence supports the applicant's job selection behavior and organization adoption practices are prerequisites of P - O Fit. From the point of view of the entry, personal and organizational social activities contribute to the fit. Empirical evidence supports facts (Chatman, 1991) P - O conformance and P - J conformance are conceptually different structures. Many researchers conclude that the correlation between actual P O fit and PJ fit (O'Reilly et al., 1991; Higgins, 2000) and the correlation between PO fit and PJ fit is low Reporting (Kristof-Brown, 2001). Factor analysis demonstrates that job seekers and recruiters can identify or distinguish between PO and PJ (Kristof-Brown, 2000).

The research of P - O fitting can be traced back to the ASA framework (attraction - selection - reduction) of Schneider (1987). According to Schneider, people are constantly paying attention to the attractive situation for them, not the situation given. Schneider believes that the organization can be regarded as a situation. In other words, if PO is highly conformable, or leaves the organization without proper circumstances, people can be attracted to that organization and selected as part of it. It will stay. Personal characteristics are consistent with individual characteristics of organizational climate and organizational character. Organizational climates are often implemented from the perspective of supply systems such as compensation systems and communication formats. This takes into account the appropriate aspects of supply and demand supply.