Research on value congruence primarily focuses on the assumption that values symbolize desirable behaviors and ideals that employees and organizations attempt to achieve. Person-organization fit generally is labeled as a degree of compatibility between person’s values and organizations values, which acts as a primitive factor in any organizations success. Organizations should achieve person-organization fit if there exists a value congruence between the personal values of the employees to that of the organizational values. This study examined the impact of value congruence as a key driver in achieving person-organization fit and its implications on job satisfaction and stress. The study was conducted on a sample of 258 employees working in a public sector steel manufacturing industry. This research incorporated a factor analysis method to analyze the data and conclusions were drawn further