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This study examined the relationship between proactive personality and career success by surveying a sample of 496 employees (320 men and 176 women) from a diverse set of occupations and organizations. Proactive personality was positively associated with both self-reported objective (salary and promotions) and subjective (career satisfaction) indicators of career success. Hierarchical regression analyses showed that proactive personality explained additional variance in both objective and subjective career success even after controlling for several relevant variables (demographic, human capital, motivational, organizational, and industry) that have previously been found to be predictive of career outcomes. These findings were consistent using both self-report and significant--other ratings of proactive personality.

We developed and tested a model linking proactive personality and career success through a set of four behavioral and cognitive mediators. A 2‐year longitudinal design with data from a sample of 180 full‐time employees and their supervisors was used. Results from structural equation modeling showed that proactive personality measured at Time 1 was positively related to innovation, political knowledge, and career initiative, but not voice; all measured at Time 2. Innovation, political knowledge, and career initiative in turn had positive relationships with career progression (salary growth and the number of promotions during the previous 2 years) and career satisfaction. Interestingly, voice had a negative relationship with career progression. We discuss practical implications and future research directions for proactive personality, extra‐role behavior, and careers.

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Over the past 20 years, there has been increased interest in global forms of employment. Researchers have identified and investigated a number of global work experiences, including corporate and self-initiated expatriates as well as more novel forms of corporate global employees (flexpatriates, short-term assignees, and international business travelers). In this article, the authors review the empirical research that has investigated individual choices, challenges, and career consequences associated with the various types of global work. They summarize and synthesize this growing body of literature and then develop a taxonomy of global work experiences. Based on their review of this literature and their taxonomy, the authors outline an agenda for future research on global work experiences.