Much of the research on the relationship between job satisfaction and congruence has used measures of congruence derived from Holland's system. Most of these studies have been successful in obtaining a positive relationship between congruence and job satisfaction. This study measured congruence and satisfaction both globally and specifically across all six Holland types and job categories (realistic, investigative, artistic, social, enterprising, and conventional). Subjects (N=321) were volunteers representing various occupational interests and job categories. Each subject responded to a four part questionnaire containing a short version of Holland's Vocational Preference Inventory; an index of job satisfaction; section on perception of current job requirements, requirements of their ideal job, and satisfaction with specific demands of current job; and section on demographic information. Results indicated only very weak support for Holland's notion that congruence is measured by matching person-environment codes. However, when congruence was measured more complexly as a difference between real and ideal elements of the job, some strong relationships between congruence and job satisfaction did emerge. Nevertheless, these relationships are complex. For some jobs, congruence appears to be important, but for other jobs there was no relationship. What is required is a much more fine-grained analysis of job satisfaction, and perhaps of the person. Choosing people based on Holland's scheme may get the right person for the job in terms of aptitude, abilities and skill, but they will not necessarily be happier. (ABL)