Human resources-the most valuable resource of the economy- has the potential to make a big difference in the organization, environment and industry. These differences can be positive or negative. Job engagement is one of the factors that distinguish these differences from each other. The main purpose of this study is to determine the effect of job engagement on person-organization fit. In addition, it was examined the effects of the dimensions of job engagement on person-organization fit. The data of the research were collected from 330 bank employees in Kayseri. Quantitative research method was conducted and the data were obtained by face-to-face technique. Job engagement was assessed through Utrecht Work Engagement Scale (UWES) by Schaufeli et al. (2002) and person-organization fit was assessed through the scale which have been developed by Netemeyer et al. (1997). The proposed hypotheses have been tested using the SPSS package program and reliability analysis, correlation analysis, and regression analysis conducted on data. As a result of the research, the job engagement has a significant effect on person-organization fit. Moreover, both vigor and dedication which are sub-dimensions of the job engagement have a significant effect on person-organization fit.