Base on the sample of 1000 employees from over 20 organizations, this paper has explored the impact of career development level and organizational culture strength on employees PO fit preferences with method of paired comparison. Using SPSS 11.5 on 780 available questionnaires, it is found that (1) our employees in the mass attach more importance to demand-ability fit; (2) employees with high level of career development, attach more importance to person-value fit, and employees with low level of career development, attach more importance to demand-ability fit;(3) in the organization with high level of culture strength, employees attach more importance to person-value fit, and in the organization with low level of culture strength, employees attach more importance to demand-ability fit. The primary theoretical and practical contribution of this study is also mentioned.