Abstract
Employees who choose to constructively deviate from the norm are often sources of entrepreneurship, creativity, assist in achieving organisational outcomes, and give companies the competitive advantage. An antecedent of constructive deviance, employee engagement, is linked to productivity, employee motivation, and growth, which enable constructive deviance. Employees who have a growth mindset are likely to challenge organisational norms and are innovative. Whether this is the case for workers from various occupational classifications remains unclear. This study aimed to determine the moderating effects of occupational classifications on the relationship between psychological availability and constructive deviance. A sample of 902 South Africans from various organisations and industries was collected using purposive sampling, and findings demonstrated a significant relationship between psychological availability and constructive deviance. No moderating effects were found for occupational classification on the relationship between psychological availability and constructive deviance. Managers should encourage and recognise innovation, improvement in tasks and proactive behaviour in their organisations, given constructive deviance’s relationship with employee engagement and positive organisational outcomes.