In this paper we explore the linkages among various types of person-organization (PO) fit and their effects on employee attitudinal outcomes. We propose and test a conceptual model which links various types of fits--objective fit, perceived fit and subjective fit--in a hierarchical order of cognitive information processing and relate them to employee organizational commitment and job satisfaction. By unveiling how the different types of fit relate to each other in influencing individual outcomes, we address some of the theoretical and methodological concerns in the use of different methods in measuring PO fit. (Contains 3 tables and 1 figure.)