Organizational psychology’s field of personnel psychology focuses primarily on hiring, selecting, and evaluating employees and other job-related issues like morale, job satisfaction, and relationships between managers and employees. The Attraction-Selection-Attrition (ASA) framework is used to characterize the kind of individuals who make up a firm, which dictates the nature of the organization, its systems, procedures, and culture. Generally, personnel psychology can be divided further into interactional and vocational psychology, and the personnel psychology impacts are evident.
According to interactional psychology, circumstances within a company influence behavior. The only way the environment exists is because of how people interact with it; settings do not cause people as much as people drive environments. On the other hand, according to vocational psychology, people are drawn to occupations differently depending on their interests and personalities. People select a company to work for that they believe will be most helpful in achieving their desired results.
Targets and objectives motivate and steer the processes that makeup organizations. Methods and structures in an organization develop as a result of how individuals act in pursuit of organizational goals (Attraction-selection-Attrition model, 2017). Through recruitment and selection processes, organizations choose individuals with similar personnel characteristics but differing competency levels. Nevertheless, the ASA model has several implications, including organizational change and survival and using personality and interest tests. In addition, organizational climate and culture, the significance of recruitment, and the idea that people in an environment will have the same attitudes toward their jobs.
Firstly, the attraction-selection-attrition framework’s implication is on organizational survival and organizational change. According to the framework, companies won’t be aware of environmental changes (Attraction-selection-Attrition model, 2017). They will likely be unable to adapt unless they actively battle restrictions on the variety of people they can employ. The ASA framework paints a pretty bleak picture of how businesses will handle the need for change. They need more people with the proper dispositions. Thus they’ll probably struggle greatly. Consider a company mainly in the service industry, where the customer always comes first, and that now needs to be more market- and profit-oriented due to a shift in the external environment. In this situation, the organization might fail because of the tendency toward providing good service. It might fall because it has attracted, chosen, and kept people with service tendencies throughout time.
The ASA framework’s second implication is that psychologists have misused personality and interest-based metrics. Before deciding on the ideal structure, the ASA framework makes it evident that we need to learn more about the people who comprise entire companies. According to the ASA framework, a usable data set might be produced using current personality, and interest tests. Moreover, the ASA framework offers a fresh perspective from which to comprehend the origins of both culture and climate. As was previously mentioned, organizations’ processes and structures develop due to the types of people that inhabit them acting in ways that support achieving the founder’s objectives. People who are similar and will be drawn to one another interpersonally are produced through the attraction, selection, and retention of particular types of people (Attraction-selection-Attrition model, 2017). Due to this interpersonal attraction, people will readily offer their perspectives on why events take place the way they do. Given that assigning causes is a natural human propensity when we divulge our cause-attributions to others, they take on an entirely new significance
In conclusion, Personnel psychology, a subfield of organizational psychology, is primarily concerned with finding, choosing, and assessing employees and other work-related concerns like morale, contentment, and relationships between managers and employees. The Attraction-Selection-Attrition (ASA) framework describes the kind of people who make up an organization, which determines the nature of the organization, its systems, procedures, and culture. The impacts of personnel psychology are generally clear, and it can be further separated into interactional and vocational psychology.re given to all an organization’s members.
Reference
Attraction–selection–Attrition model. (2017). The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd edition. Web.