Constructive deviance among engaged employees: the role of trait gratitude

Drawing on the job demands-resources model of work engagement, this study explores the relationship between work engagement and two forms of constructive deviance: creative performance (incremental/radical) and prosocial rule breaking (for efficiency, customers, and co-workers). To understand how engagement translates into constructive deviance, we examine the moderating role of an overlooked personal resource, trait gratitude. Using time-separated field data (N = 104) from employees working at a research and development company in China’s electric vehicle sector, we tested our hypotheses through structural equation modelling. As hypothesised, our findings reveal that work engagement is positively related to both forms of constructive deviance. We found partial support for the moderating role of trait gratitude, which strengthens the relationship between work engagement and creative performance, while attenuating prosocial rule breaking aimed at improving efficiency. We encourage future research to examine this model across diverse organisational, industry, and cultural contexts. This study opens new avenues for HRD scholarship by positioning constructive deviance as a positive outcome of work engagement and by underscoring the importance of an often-overlooked personal resource (trait gratitude). We provide practical guidance for HRD practitioners in considering constructive deviance as a positive workplace outcome of work engagement and trait gratitude.