Building from the psychology of working framework, we examined the moderating role of proactive personality in the attainment of decent work among a sample of racially and ethnically diverse employed adults in the United States ( N = 238). We tested our hypotheses using structural equation modeling and found experiences of marginalization and economic constraints to have indirect associations with decent work via work volition. We also found marginalization, work volition, and career adaptability to have direct associations with decent work but found no support for proactive personality as a moderating mechanism. Our findings contribute to the growing literature examining how contextual variables are associated with securing decent work among diverse groups. We discuss practical implications along with future directions for research related to the psychology of working.
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