A cross-sectional descriptive and correlational methodology was used in this study to investigate job attribute preferences and determine the extent to which there may be a potential business-related problem arising from poor person-environment fit and low job satisfaction levels in Cyprus. Usable responses were obtained from 1766 subjects comprised of 366 high school graduating class students, 705 post-secondary/tertiary level students, and 695 employees from 16 bank branches, five financial co-operatives, 15 elementary schools, six secondary schools, five tertiary educational institutions and five semi-nationalized industries. The findings allowed for the acceptance of all six hypotheses: (1) Extrinsic job attributes were more important than intrinsic job attributes in determining Cypriots' job choice decisions; (2) Cypriot employees' overall job satisfaction levels were weakly and negatively related to a composite measure of extrinsic job factor rankings; (3) Cypriot employees' overall job satisfaction levels were weakly and negatively related to a composite measure of intrinsic job factor rankings; (4) Person job demands abilities fit, person job needs supplies-fit, person-organization needs supplies fit, person-organization goal congruence and person-organization value congruence were positively and moderately related to Cypriot employees' overall job satisfaction measured using the MSQ short form; (5) Cypriot employees expressed overall satisfaction with their jobs; (6) Overall job satisfaction was negatively and moderately related to intentions to quit. The results showed that Cypriot employees were relatively less happy with promotion opportunities, the freedom to choose their own work methods, their superiors, and company policies and practices. Job/employer choice decisions made according to the instrumentality of the job attributes were not related to low levels of person job and person-organization fit. The use of direct, same-source measurements of person-environment fit may have contributed to consistency biases and higher effect sizes. Future research could be conducted to (1) assess the performance of employees in Cyprus with respect to fit levels; (2) determine the fit and job satisfaction levels in other industries; and (3) investigate the relationship between fit and job satisfaction levels on actual turnover.