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The purpose of this study is to examine the impact of trust propensity on both objective (salary) and subjective (career satisfaction) indicators of career success and investigate the mediating role of organizational identification in these relationships.

The sample for this study consisted of 187 Pakistani employees who were selected from three units of a large footwear company. The research hypotheses were tested through structural equation modelling.

Results showed that as theorized, organizational identification fully mediated the effects of trust propensity on salary and career satisfaction.

To the best of the author’s knowledge, this is the first study which has explored the effects of trust propensity on objective and subjective measures of career success. Furthermore, this paper highlights one possible pathway in the form of organizational identification through which trust propensity relates to different career outcomes.