Chapter 2 Theoretical Background
This chapter provides the theoretical foundation for the Attraction-Selection-Attrition (ASA) framework and its implementation in this agent-based model.
2.1 The ASA Framework
The Attraction-Selection-Attrition (ASA) framework, developed by Benjamin Schneider (1987), explains how organizations naturally evolve toward homogeneity through three interrelated processes:
2.1.1 Attraction
Individuals are differentially attracted to organizations based on perceived fit between their personal characteristics and organizational attributes.
In our model: - Agents calculate attraction based on: - Identity similarity (homophily preference) - Organizational diversity (diversity preference) - Personality alignment
2.2 Agent Characteristics
2.2.1 Personality Traits (Big Five)
Each agent possesses five personality dimensions based on the Five-Factor Model:
- Openness: Creativity, curiosity, and openness to new experiences
- Conscientiousness: Organization, dependability, and work ethic
- Extraversion: Sociability, assertiveness, and energy
- Agreeableness: Cooperation, trust, and helpfulness
- Emotional Stability: Calmness, resilience, and emotional control
These traits are normally distributed (mean = 0, sd = 1) in the population.
2.3 Interaction Dynamics
2.3.1 Interaction Valence Calculation
When agents interact, the quality (valence) of the interaction is determined by:
Valence = -|ΔExtraversion| + (Conscientiousnessfocal - Extraversionpartner)
+ Agreeablenessfocal + IdentityBonus + ε
Where:
- ΔExtraversion
: Difference in extraversion (similarity is beneficial)
- IdentityBonus
: Homophily preference if same identity, diversity preference if different
- ε
: Random component scaled by emotional stability
2.4 Organizational Metrics
2.5 Temporal Dynamics
The model operates in discrete time steps, typically representing: - Days, weeks, or months - Configurable based on research needs
Key temporal processes: - Hiring cycles: Periodic recruitment and selection - Interaction accumulation: Building relationship history - Tenure effects: Time-dependent behaviors
2.6 Emergent Phenomena
The ASA model produces several emergent patterns:
- Homogenization: Organizations become more similar over time
- Culture crystallization: Dominant characteristics become reinforced
- Fit spirals: Good fit → satisfaction → retention → stronger culture
- Diversity cycles: Tension between homophily and diversity preferences
2.7 Model Assumptions
Key assumptions in our implementation:
- Perfect information: Applicants can assess organizational fit
- Stable preferences: Agent preferences don’t change
- Random interactions: Agents interact randomly (can be modified)
- Linear satisfaction: Components combine additively
2.8 Extensions and Variations
The framework supports several extensions:
- Network structures: Replace random with network-based interactions
- Multiple organizations: Inter-organizational mobility
- Dynamic environments: Changing selection criteria
- Team structures: Nested organizational units
2.9 References and Further Reading
- Schneider, B. (1987). The people make the place. Personnel Psychology, 40(3), 437-453.
- Schneider, B., Goldstein, H. W., & Smith, D. B. (1995). The ASA framework: An update. Personnel Psychology, 48(4), 747-773.
- Harrison, D. A., Price, K. H., & Bell, M. P. (1998). Beyond relational demography: Time and the effects of surface-and deep-level diversity on work group cohesion. Academy of Management Journal, 41(1), 96-107.