Person–organization fit: Testing socialization and attraction–selection–attrition hypotheses

Using the socialization and attraction–selection–attrition (ASA) frameworks, this study examined the relation between employees’ work values and their organization’s values (person–organization fit). With a two year time interval, 140 respondents participated in a longitudinal study. After entry, socialization served to enhance homogeneity. The work values underwent small changes and the perception of fit with the organization grew. Despite high retention rates results confirmed the attrition effect. Results indicated that the lower the perceived match between own and organizational values at entry, the more likely it was that someone left the organization over time. We concluded that socialization as well as attrition mechanisms were present at the same time.