After a review of the literature, critical reflective work behavior (CRWB) was defined as: a set of connected, individual activities aimed at analyzing, optimizing, or innovating work practices on the individual, team, or organizational level. The combination of literature review and analysis of case studies led to the operationalization of CRWB in these dimensions: reflection, learning from mistakes, vision sharing, challenging group-think, asking for feedback, knowledge sharing, experimentation, and awareness of employability. Factors influencing CRWB were categorized into these two clusters: individual factors and work and organizational factors. Individual factors were motivation, self-efficacy, and experience concentration (the diversity of experience in one's career). Job characteristics with a supposed impact on CRWB were work pace and workload, alternation, autonomy, task obscurity, information, participation in innovation and decision-making, cooperation, communication, coaching, and organizational learning climate. A survey with 742 respondents validated the dimensions of CRWB. Important influencing factors seemed to be self-efficacy (positive), participation (positive), and experienced difficulty with change (negative). Contains 32 references.) (YLB)