The aim of the study was to investigate the relationship between person - organization, person - job, subordinate - supervisor fit and organizational commitment.

The sample in this study consisted of 217 employees: 47 men and 170 women.

The questionnaire included instruments assessing (a) perceived and actual person - organization and person - job fit: A. M. Saks & B. E. Ashforth (1997) Perceptions of Fit Measure, R. D. Bretz & T. A. Judge (1994) Person - Organization Fit Scale, J. L. Holland (1996) Vocational Preference Inventory; (b) subordinate - supervisor fit: R. C. Liden & J. M. Maslyn (1998) LMX-MDM and SLMX-MDM scales; (c) organizational commitment: R. T. Mowday, R. M. Steers & L. M. Porter (1979) Organizational Commitment Questionnaire.

The results of the study showed that person - environment fit and organizational commitment do not differ according to tenure and record of service. Only perceived person - job fit differ significantly according to age: elder employees express higher levels of perceived person - job fit than younger employees. There were revealed some differences according to job position: supervisors have greater perceived person - job, subordinate - supervisor fit and organizational commitment than subordinates. Furthermore, there were differences according to management level: higher level supervisors express greater perceived and actual person - organization fit, perceived person - job fit and organizational commitment. The results showed that there is significant positive relationship between person - organization, person - job, subordinate - supervisor fit and organizational commitment. Organizational commitment is most related with person - organization fit. It was further observed that employees perceived person - organization and person - job fit is more related with organizational commitment than actual person - organization and person - job fit.

Raktažodžiai: person - organization fit, person - job fit, subordinate - supervisor fit, organizational commitment