Introduction An individuals personality is a vital component, which affects an individuals behaviour and overall approach to their goals, how

they perceive challenges, and their resilience in terms of career success. A positive attitude is a crucial factor linked to leadership and achievement aspirations as personal attributes determine the success of an individual and their approach to challenges. Personality is believed to affect work life success as careers are the product of behavioural tendencies that are accumulated over time and personality plays a critical factor in behaviour choice (Fuller, B. & Marler, L.E., 2009). This paper examines these three attributes and considers previous empirical studies to conclude which of these personality attributes are closely linked to leadership and achievement career aspirations. Proactive Personality Proactive personality is the disposition relating to individual differences in peoples proclivity to take personal initiative in acting to influence their environments in a broad range of activities and situations (Bateman & Crant, 1993; Brown, S., ODonnell, E., 2011). Individuals with a proactive personality are likely to seek opportunities, take initiative and persevere until results are achieved to their satisfaction. Proactive personality is noted to relate to positive job related outcomes and implies that a proactive approach is likely to lead to achievement in tangible work performance. Prior research has reinforced that proactive personality is correlated to both career and job satisfaction, meta-analysis conducted by Fuller & Marler (2009) in relation to proactive personality and its relationship to job performance has indicated that proactive personality is strongly related to job performance. This supports the notion that proactive personality is positively related to career success and that those with a proactive personality are more likely involve in proactive behaviour. Work Orientation Goals Work goal orientation produces mental frameworks that determine how individuals interpret and respond to situations and task difficulty and failure (Vandewalle, 1997). Previous research has indicated that work orientation goals control the direction intensity, and duration of actions of an individual (Locke, 1991; Brown, S., ODonnell, E., 2011). Goal orientation is known to influence an individuals response to task s in terms of difficulty or failure. Research conducted by Vandewalle (1997) has concluded that individuals have goal orientations that differ in terms of goal preferences in achievement situations. Performance goal orientation individuals view their ability as a fixed and uncontrollable personal attribute and endeavour to demonstrate the abilities they hold, whereas learning goal orientation individuals view their abilities as malleable attributes which are continuously developed from experience and effort (Vandewalle, 1997). Within this attribute, an individuals behaviour in how they interpret career and aspiration situations will highly depend on their work goal orientation, that is, a performance or learning goal orientation. Career Self-Efficacy Career self-efficacy communicates an individuals belief regarding their capacity to complete a task effectively whilst achieving career-related goals in which the outcomes represent that individuals contingency belief about the likely outcome in performing that task (Creed, P. et al, 2013). An individuals self-efficacy is derived from personal attributes as well as environmental experiences, such as previous accomplishment experiences, encouragement from others and control of ones emotions (Creed, P. et al, 2013). Self-efficacy outcomes include an individual establishing goals or participating in goal-striving behaviour as a result of experiencing success and managing ones emotions whilst completing tasks. Research analysis conducted by Creed et al (2013) found that career self-efficacy and outcome expectations arbitrated the correlation of learning goal orientation and career aspirations, while the research results concluded that self-efficacy was considered most proximally related to goal setting and striving behaviours being proximal to goals. Hypothesis H1: Career self-efficacy is positively related to work orientation goals. H2: Proactive personality is a positive mediator in the relationship between work orientation goals and career selfefficacy.