Toxic or aggressive workplace environment can directly and adversely affect the performance and motivation level of the employees in almost all types of business organizations. However, the role of religiosity can be observed as a dynamic tool to control this adverse effect. This study aims to examine the direct impact of aggressive workplace behavior in the form of workplace harassment, bullying, ostracism and workplace incivility to check their impact on two of the key endogenous constructs: workers' output and their level of motivation. Additionally, the mediating role of religiosity is also investigating while taking a sample of 415 employees through questionnaire approach. The overall response rate was 61%, which was further utilized for the descriptive analysis, assessment of measurement model through CFA and finally through structural equation modelling (SEM) technique while using AMOS-22. The outcomes of the study reveal the fact that both motivation and workers' output are adversely affected by key factors of aggressive workplace environment. However, the mediating role of religiosity provides the evidence that negative impact of workplace harassment, bullying and other subtleties of aggressive workplace behavior can reasonably lower down through religiosity. Besides, this study provides some suggestions, policy implications and limitations for the future studies.

在几乎所有类型的商业组织中，有毒或具有侵略性的工作环境都会直接和不利地影响员工的绩效和积极性。然而，宗教信仰的作用可以被视为控制这种不利影响的动态工具。本研究旨在检查以工作场所骚扰、欺凌、排斥和工作场所不文明为形式的攻击性工作场所行为的直接影响，以检查它们对两个关键内生结构的影响：工人的产出和他们的动机水平。此外，宗教信仰的中介作用也在通过问卷调查的方式对415名员工进行抽样调查。总体响应率为 61%，进一步用于描述性分析，使用 AMOS-22 通过 CFA 评估测量模型，最后通过结构方程模型 (SEM) 技术进行评估。研究结果表明，积极的工作场所环境的关键因素会对积极性和工人的产出产生不利影响。然而，宗教信仰的中介作用提供了证据，证明工作场所骚扰、欺凌和其他微妙的工作场所积极行为的负面影响可以通过宗教信仰合理地降低。此外，本研究为未来的研究提供了一些建议、政策启示和局限性。宗教信仰的中介作用提供了证据，证明工作场所骚扰、欺凌和其他微妙的工作场所侵略行为的负面影响可以通过宗教信仰合理地降低。此外，本研究为未来的研究提供了一些建议、政策启示和局限性。宗教信仰的中介作用提供了证据，证明工作场所骚扰、欺凌和其他微妙的工作场所侵略行为的负面影响可以通过宗教信仰合理地降低。此外，本研究为未来的研究提供了一些建议、政策启示和局限性。