The primary purpose of this study is to confirm the existence of mediating variables that have not been clearly identified in existing research in the field of person-organization fit (P-O fit). Based on a literature review, process conflict items predicted to mediate the effects of P-O fit on individual attitude variables were included as mediating variables, and the mediating effects between P-O fit and individual attitude variables (organizational commitment, job satisfaction, and turnover intention) were tested. As a result, a statistically significant mediating effect of process conflict was found, and a partial mediation relationship was confirmed in which both the direct and indirect effects of the independent variable coexisted. Meanwhile, this study also focuses on the utilization of an alternative methodology to address the problems of the difference score approach that has been predominantly used in P-O fit analysis. To overcome the problems inherent in the conventional use of difference scores, polynomial regression models and response surface analysis were employed. Accordingly, not only the distance value (gap) between the two measured values of the organization and the individual was analyzed, but also the independent and interactive effects of each variable were all examined.