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This study used work adjustment theory to develop a model of linking proactive personality to employee job satisfaction, career satisfaction, and job involvement. This model was tested using two samples. The first sample, collected using a cross-sectional survey, consisted of 278 employees nested in 25 organizations located in Taiwan, including 17 service organizations and eight manufacturing organizations. The second sample, collected using a two-wave survey, consisted of 300 employees nested in 22 organizations located in Taiwan, including eight service organizations and 14 manufacturing organizations. The results of hierarchical linear modeling (HLM) analysis of Sample 1 revealed that person-job fit and person-organization fit fully mediated the effects of proactive personality on job satisfaction and career satisfaction. The results of HLM analysis of Sample 2 revealed that person-job fit and person-organization fit fully mediated the effects of proactive personality on job satisfaction, career satisfaction, and job involvement. Results are offered, and implications are discussed.

Linking Proactive Personality to Well-Being: The Mediating Role of Person-Environment Fit