 These characteristics are shown to be significantly and positively related to person–organization and person–job fit (Boone & Hartog, 2011), which is positively associated the measurement of job satisfaction one year after entry (Chatman, 2011).The last process in ASA model is attrition, which outlines that the misfitting employee would be more likely to make errors once hired, and therefore leave the organization.Thus, the people who do not fit choose or are forced to leave, and the people remaining are a more homogeneous group than those who were originally hired (Kristof-Brown & Guay, 2011), which should then result in higher levels of fit for individuals in an organization.