The direct relationships of person- job fit and job engagement (physical, emotional, and cognitive engagement); job engagement and task performance are studied. The mediation role of the three dimensions of job engagement in the relationship between person job fit and performance is also examined. Finally perceived supervisor support is revisited to identify its role as a moderator in the relationship between person job fit and job engagement. This study tested a framework with a sample of 249 employees and 61 supervisors, a total of 61 teams. Analysis was done via several statistical tools, such as linear regression.
Findings show that there is a significant relationship between person-job fit and physical, emotional and cognitive engagement. Only physical and emotional engagement was found to be significant to task performance. Equally, physical and emotional engagement mediates the relationship between person-job fit and task performance. Perceived supervisor support was found to moderate the relationship between person-job fit and physical, emotional, and cognitive engagement. Managerial implications are discussed, and recommendations for future research are established on the basis of the limitations and inferences resulting from this study.
Keywords: Person-job fit, job engagement, task performance, perceived supervisor support

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