This paper investigates the mediation effect of affective job insecurity between organizational justice and counterproductive work behavior in the presence of job insecurity climate as a moderator. Time-lagged data were collected from employees of various private sector organizations. Two hundred fifty questionnaires were distributed, and 202 complete sets of employees were received with the response rate of 81%. Research findings reveal that organizational justice diminishes counterproductive work behavior when the employees feel insecurity at work.  Affective job insecurity mediates the relationship between organizational justice and counterproductive work behavior; moreover, there is a positive buffering effect of job insecurity climate such that the relationship is mitigated between affective job insecurity and counterproductive work behavior when job insecurity climate is high. Time lag data is used the duration is three weeks between the valuations of organizational justice and counterproductive behavior. This period is lengthy enough to reduce recall bias in the two employee surveys but short adequate to prevent the chances of significant outside events that might occur during that study. Organizational decision-makers should recognize that the feeling of job insecurity triggers employee performance because of psychological stress. The organizations can try to minimize this fear of job insecurity by offering them a permanent nature job. In the short-term, the organizations can promote the job insecurity climate. The moderated mediation effect of job insecurity climate adds significant value and contribution to the literature.