The present study explores the degree of participation of organizational identification as a mediator in search for behaviors associated with knowledge sharing, in a hybrid organization.To do that, the influences of both the person-job fit and the level of meaningfulness at work on those behaviors are evaluated.The study is demarcated by individual perceptions of employees of for-profit but social-oriented companies.In this way, a survey is conducted on 321 employees of a Colombian micro-finance institution, whose data are scrutinized through a structural equation model.The obtained results suggest that, despite the importance exerted by the organizational identification on the behaviors of collection and donation of knowledge, the person-job fit turns out being the factor that shows a more direct influence on those behaviors compared to an improving in the levels of meaningfulness.The study concludes by discussing the implications resulting from these findings.