This study hypothesized that employees hired through an internship program would not only perceive higher person-organization value congruence than those hired through regular recruitment, but would also demonstrate higher organizational commitment, job satisfaction, and job performance, while exhibiting lower turnover intention. Analysis of data collected through a survey of employees working at seven companies revealed that employees hired through the internship program showed higher perceptions of person-organization value congruence, job performance, and organizational commitment compared to those hired through regular recruitment, and their turnover intention was lower. Additionally, a comparative analysis of employees hired through the internship program by tenure length (one year or less, one to two years, and more than two years) showed that they maintained consistent levels of person-organization value congruence, job satisfaction, organizational commitment, turnover intention, and job performance regardless of tenure. In contrast, employees hired through regular recruitment, unlike in their initial period of employment, exhibited declining person-organization value congruence, organizational commitment, and job satisfaction as their tenure increased, while their turnover intention rose. In the discussion section, these findings are examined from the perspectives of organizational socialization strategies and the expectations and aspirations held by organizational members.