This study investigated the relationships between various person-environment fit types and employees' withdrawal attitudes and behaviors. I collected an initial survey data from 901 employees who had been with their organizations for 6 months at most and whose current organizations were their first employers. Of these respondents, only 297 responded to the second survey, 6 months after the first. The results showed person-job, person-supervisor, and person-organization fits correlated significantly with turnover intention on the first survey. Logistic regression analyses showed only person-organization fit correlated significantly with actual turnover at the time of Survey 2. I discuss implications and limitations of this study. (Contains 3 tables.)