Job crafting refers to the changes employees initiate on their own to align the rosources and demands of their job with their personal needs and abilities. Proactive personality and job characteristics play a significant role in job crafting. The aim of this study was to examine the relationship between proactive personality and job crafting dimensions, as well as the role of organizational identification and leadership position as moderators in this relationship. The study included 225 employed adults from Croatia, aged between 20 and 64 years. Participants completed an online questionnaire consisting of the Job Crafting Scale, Proactive Personality Scale, Organizational Identification Scale, a leadership position question, and a general information questionnaire. The results indicated a significant moderate-to-high positive correlation between proactive personality and increasing structural job resources, as well as increasing challenging job demands. A significant low positive correlation was found between proactive personality and optimizing job demands, a significant very low correlation with the increase in social reources, while no corrleation was found withe the decrease in hindering job demands. Organizational identification and leadership position did not prove to be significant moderators in the relationships between proactive personality and any dimensions of job crafting (increasing structural job resources, reducing hindering job demands, increasing social job resources, increasing challenging job demands, and optimizing job demands). The study highlights the importance of the constructs examined and opens up opportunities for further research.