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In recent decades, person–organization (P–O) fit has been established as an important predictor of work-related attitudes (e.g., Hoffman & Woehr, 2006; Kristof-Brown, Zimmerman, & Johnson, 2005). However, research has revealed the existence of boundary conditions for effects of P–O fit (e.g., employees' personality, perceptions of other aspects of their jobs; Resick, Baltes, & Shantz, 2007). We argue that people's worldview may also moderate this process, adding predictive power above and beyond the established moderation effects of personality and other aspects of fit in the organization. To examine this possibility, we conducted a survey among Chinese employees from various organizations to examine the interaction between their social beliefs and P–O fit on their level of job satisfaction.