<p>Employee engagement is a multifaceted concept, yet its key components, particularly job and organizational engagement and their respective antecedents, have been inadequately explored. Moreover, the distinctiveness of person–job (P–J) fit and person-organization (P–O) fit as antecedents for job and organizational employee engagement have not been examined using the tripartite attitudinal engagement model and the Target Similarity Model. This study attempts to address this gap. Data from 323 university academics in Sri Lanka were collected through an online survey, and hypotheses were tested using structural equation modelling. Results indicated P–J fit as a stronger predictor of job employee engagement and P–O fit as a stronger predictor of organizational employee engagement. Further, this study highlights the importance of matching specific types of fit with their corresponding facets of engagement, while recognizing P-E fit as a common antecedent of the broader construct of employee engagement. This model offers practical insights for managers to tailor engagement strategies based on specific types of fit, potentially leading to more effective resource allocation and enhanced employee engagement.</p>