The importance of "human" has become more apparent in today's increasingly competitive environment. Considering the effect of technology on organizations and work, a remarkable factor for solving human-oriented problems is having an employee congruent with his/her organization, team and leader. Considering fit as a tool for creating this employee profile has become a research topic in the field of human resource management for the last several years. In the light of developing technology, increasing of technology-based organizations cause project-based work and teams that are commonly occurred in these organizations to increase in number. Therefore, the result of employee's fit/misfit with the organization, group and team leader gain importance for organizations. One of the effects related to fit/misfit is employees' perception about their team leader. In this research, the effects of congruence between individual values and organizational values, between individual values and team values, attitude similarity regarding job execution between individual and co-workers/leaders, and demographic similarity of individual with team leader on the satisfaction from team leader are investigated. Demographic similarity with team leader and attitude similarity regarding job execution between individual and co-workers/leaders are termed as relational demography. According to research findings, value congruence has full mediation effect on the relationship between demographic similarity with the leader and satisfaction from team leader. But, it shows partial mediation effect between similarity regarding job execution and satisfaction from the leader.