The aim of this study was to examine the extent to which an individual's sociodemographic characteristics, personality traits and career importance may explain the counterproductive work behavior. Counterproductive work behavior is defined as violating employee's behavior which is not in accordance with the organizational rules and norms. Such behavior is harmful and it has a negative effect on the well-being of the organization. In previous research, the sociodemographic characteristics of the individual and personality traits have proven to be good predictors of counterproductive work behavior, but so far the relationship between counterproductive work behavior and the importance of career has not been examined. According to that, we would like to explore their relationship in this study. The study involved 361 Croatian employees working in the state and private sector. The questionnaires used in this study are: Demographic Questionnaire, Workplace deviance Questionnaire, HEXACO-60 Questionnaire and Career calling. The results indicate that there is a statistically significant negative correlation of counterproductive work behavior with personality traits – Honesty / Humility, Conscientiousness and Agreeableness, and Career calling. In addition, men exhibit slightly more counterproductive work behavior than women. Furthermore, participants who are working in the private sector are more likely to report about the counterproductive work behavior. About 17% variance of counterproductive work behavior can be explained by these predictors. The best predictors of counterproductive work behavior are personality traits. The most significant personality traits are honesty / humility and conscientiousness. Career Calling explains the added, small, but significant, variance of counterproductive work behavior.