Research investigating Holland's congruence hypothesis (e.g., that the degree of fit between persons and work environments predicts outcomes such as job satisfaction) has revealed a mixture of significant and nonsignificant results. The current study tested the possibility that congruence-job satisfaction relations are moderated by work centrality variables (job involvement, career salience, and intrinsic motivation) and psychological participation in one's work environment. Using a sample of 352 young adults employed in diverse occupations, significant moderating effects indicated that congruence-satisfaction relations were stronger at low levels of job involvement, intrinsic motivation, and psychological participation than at high levels. Contrary to what often is assumed, results suggest counselors may consider placing more emphasis on interest congruence for clients who report relatively little investment in their jobs. (Contains 3 tables and 1 figure.)