Undoubtedly, today, one of the most important assets of any organization is its human resources and, of course, their performance. One of the common problems in knowledge-based and, of course, academic organizations is the inability to realize the full potential and scientific ability of the employees. Senior managers of such organizations are constantly faced with the question of why the job performance of the employees in the organization cannot be described or predicted in any way, and why successful employees in some positions, even if promoted, face a decrease in performance and job frustration when changing their job level and content. Therefore, the researchers, considering an integrated method including correlational research, post-event research, and case study, investigated the sample (Administrative, Financial, and Resource Development Assistants of Kharazmi University) in order to examine the possibility of generalizing it to the entire society, if necessary. This study, assuming that the cognitive fit of employees and the needs of job acquisition are effective in this field, identified the individuals in the research sample and conducted the necessary comparative and comparative study to measure the degree of fit between the cognitive fit of jobs and employees. The overall result of this study showed that there is a strong positive relationship and correlation between the quality of employees' job performance and the degree of cognitive fit of the job and the employee, and by generalizing this, it can be concluded that this degree of fit will be a strong factor in.