The purpose of this quantitative correlational research study of employees from multiple employers in the Phoenix, Arizona area, was to determine if, or to what extent, there is a correlation between an employee’s perceived fit to his or her supervisor, an employee’s perception of supervisor support, and an employee’s tenure. It is not known if, or to what extent, there is a correlation between an employee’s perceived fit to his or her supervisor, an employee’s perception of supervisor support, and an employee’s tenure. Blau’s social exchange theory and Deci & Ryan’s self-determination theory served as the theoretical foundation and Schneider’s attraction-selection-attrition (ASA) cycle provided a conceptual model for two research questions. An online survey using a convenience sampling of 123 employees employed the Eisenberger, Huntington and Sowa Survey of Perceived Organizational Support and the Cable and DeRue 3-item perceptions scale to study perceived supervisor support and person-supervisor fit, respectively. Demographic data were collected regarding tenure using an ordinal scale. A Spearman correlation analysis observed a significant positive correlation between person-supervisor fit and perceived supervisor support (r_s = 0.51, p < .001). A Spearman correlation analysis found there is not a statistically significant correlation between an employee’s tenure and an employee’s perception of supervisor support. The results of this study underscore the importance of the assessment of employee and supervisor fit both at the onset as well as throughout the employment relationship.