\xa0 Empirical research shows that individuals and organizations are most effective when their values, needs, and interests are aligned. This alignment greatly impacts employee commitment, satisfaction and retention, organizational performance, and individual health. The business reality is that person-organization fit - often manifested in feelings of being at home' or out of place' in a company - directly affects organizational and individual effectiveness. \xa0 Organizational Fit: Key Issues and New Directions is an ambitious survey of the field of person-organization fit by an international group of scholars who discuss both classic perspectives and newer approaches. It contains new theory built on current reviews of key topics in the field, including: dyadic, motivational, and self-regulatory views of how fit and misfit develop; temporal models of how fit changes over time; reviews of past and innovative ways of measuring fit; motivational and behavioral consequences of fit; and national culture as a context for fit relationships.\xa0 The contributors incorporate lessons from fields as diverse as identity and deviance, evolutionary psychology, relationship science, and cybernetic models of self--regulation and stress before finally discussing new directions for research.