This article presents a study on person-organization fit, using a profile comparison approach to assess how well individuals' preferences align with organizational cultures. The researchers developed the Organizational Culture Profile (OCP), an instrument that measures individual preferences for organizational cultures and the extent to which these align with the actual culture of an organization. The study used longitudinal data from accountants and MBA students, as well as cross-sectional data from employees of government agencies and public accounting firms. Results showed that person-organization fit predicts job satisfaction, organizational commitment, and turnover. The study also examined the theoretical background of person-situation fit, emphasizing the interaction between individual characteristics and organizational culture. The researchers used Q-sort techniques to assess person-organization fit, which allows for a semi-idiographic comparison of individual and organizational characteristics. The study found that person-organization fit is associated with positive outcomes such as job satisfaction and commitment, and that it predicts turnover. The OCP was validated using data from multiple groups, including MBA students, accountants, and government employees. The study highlights the importance of understanding how individuals' preferences align with organizational cultures to improve work outcomes. The results suggest that organizations should consider the preferences of their employees when shaping their culture to enhance job satisfaction and reduce turnover.This article presents a study on person-organization fit, using a profile comparison approach to assess how well individuals' preferences align with organizational cultures. The researchers developed the Organizational Culture Profile (OCP), an instrument that measures individual preferences for organizational cultures and the extent to which these align with the actual culture of an organization. The study used longitudinal data from accountants and MBA students, as well as cross-sectional data from employees of government agencies and public accounting firms. Results showed that person-organization fit predicts job satisfaction, organizational commitment, and turnover. The study also examined the theoretical background of person-situation fit, emphasizing the interaction between individual characteristics and organizational culture. The researchers used Q-sort techniques to assess person-organization fit, which allows for a semi-idiographic comparison of individual and organizational characteristics. The study found that person-organization fit is associated with positive outcomes such as job satisfaction and commitment, and that it predicts turnover. The OCP was validated using data from multiple groups, including MBA students, accountants, and government employees. The study highlights the importance of understanding how individuals' preferences align with organizational cultures to improve work outcomes. The results suggest that organizations should consider the preferences of their employees when shaping their culture to enhance job satisfaction and reduce turnover.