Career advancement and hrm effective industry development

The main aim of the study was to examine the role of proactive personality in the relationship between organizational sponsorship and career success of the managerial staff in large scale manufacturing firms in Kenya. Consequently, two hypotheses were formulated with the aim of achieving the set objective. The study was guided by positivist research paradigm and descriptive cross-sectional research design was adopted, primary data was collected from managerial staff of large scale manufacturing firms in Kenya. Data was analyzed using descriptive and inferential statistics. All the measurement items met reliability and validity tests. Hypotheses were tested using linear regression model. The findings indicated that proactive personality moderates the relationship between organizational sponsorship and career success. The study supports leader member exchange (LmX) theory which advocates for organizational sponsorship for career success of employees and social cognitive career theory (SCCT) that advocates for interaction.