The present study tested 2 competing, extended models of the theory of work adjustment (TWA) with a sample of 100 economically distressed working African Americans receiving services at a nonprofit community center. Model 1 depicted a mediated model consistent with postulations of the TWA's original theorists. Model 2 depicted a moderated mediation model consistent with cultural critiques of the TWA. Bivariate correlations indicated that perceptions of person–organization (P–O) fit were positively related to job satisfaction and negatively related to turnover intentions, and job satisfaction was negatively related to turnover intentions. Furthermore, perceptions of racial climate were positively related to perceptions of P–O fit and job satisfaction and negatively related to turnover intentions. Moreover, results of the path analyses indicated stronger support for Model 2, the moderated mediation model, in which the indirect link of P–O fit with turnover intentions through job satisfaction was conditional on levels of racial climate. Specifically, when racial climate was perceived as less supportive, the indirect link of P–O fit with turnover intentions was nonsignificant, but when employees reported moderate and more supportive levels of racial climates, this indirect relation was significant. Research and career counseling implications of the present study's findings for financially distressed African American employees are discussed.