Counterproductive work behavior is intentional behavior that violates important organizational norms and represents a threat to the well-being of the organization, its members, or its extent. There are two types of such behaviors. If the behavior is directed towards the organization, we talk about organizational deviance, and if it is directed towards the individual, then we talk about interpersonal deviance. Current research is focussed on classification and theoretical frameworks of counterproductive work behavior as well as on the relationship of these kind of behaviors with different variables. There is no research in Croatia which is focussed on the relationship between sociodemographic variables and interpersonal and organizational deviance. For this reason, the aim of this study was to determine whether sociodemographic variables (gender, age, work experience and level of education) are good predictors of two types of counterproductive work behavior and to determine the incremental validity of the integrity test in predicting interpersonal and organizational deviance over sociodemographic variables. The research was conducted on a sample of 137 employees from various organizations in Croatia. Each participant filled out a questionnaire that consisted of several parts - a Croatian integrity test, a test of counterproductive work behavior, and data about their socio-demographic characteristics were collected. Hierarchical regression analysis has shown that age was a significant predictor of organizational and gender of interpersonal deviance. In addition to this, HTI-L integrity test proved to be the best predictor of interpersonal and organizational deviance because when it is entered in the model in the third step, it explained a significantly higher percentage of variance of both types of counterproductive work behavior than gender, age, and level of education. Thus, the incremental validity of integrity test in predicting counterproductive work behavior over sociodemographic variables was confirmed.