This article integrates three key themes in organizational behavior: assessing person-situation interaction constructs, quantifying organizational culture, and applying Q-sort or template-matching approaches to evaluate person-situation interactions. Using longitudinal data from accountants and M.B.A. students, and cross-sectional data from government agency and public accounting firm employees, the authors developed and validated the Organizational Culture Profile (OCP) to assess person-organization fit. The results suggest that individual preferences for organizational cultures are interpretable and that person-organization fit predicts job satisfaction, organizational commitment, and turnover over time. The study highlights the importance of understanding the alignment between individuals' preferences and organizational cultures. The OCP, a semi-idiographic assessment tool, allows for comprehensive and comparative evaluations of both individuals and organizations, addressing the limitations of previous measurement methods. The findings support the hypothesis that high person-organization fit is positively associated with positive outcomes such as job satisfaction and commitment, and negatively associated with turnover intentions.This article integrates three key themes in organizational behavior: assessing person-situation interaction constructs, quantifying organizational culture, and applying Q-sort or template-matching approaches to evaluate person-situation interactions. Using longitudinal data from accountants and M.B.A. students, and cross-sectional data from government agency and public accounting firm employees, the authors developed and validated the Organizational Culture Profile (OCP) to assess person-organization fit. The results suggest that individual preferences for organizational cultures are interpretable and that person-organization fit predicts job satisfaction, organizational commitment, and turnover over time. The study highlights the importance of understanding the alignment between individuals' preferences and organizational cultures. The OCP, a semi-idiographic assessment tool, allows for comprehensive and comparative evaluations of both individuals and organizations, addressing the limitations of previous measurement methods. The findings support the hypothesis that high person-organization fit is positively associated with positive outcomes such as job satisfaction and commitment, and negatively associated with turnover intentions.