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The main purpose of this study was to investigate the direct and indirect effects of peer abusive supervision（PAS）on helping behavior and employee silence.It empirically tests the mediation of deontic justice and employee silence as a cognitive-emotion perspective in the relationship between peer abusive supervision and helping behavior and employee silence with the role of moral thinking orientation（MTO）of third parties.The current study was performed in Indonesia in which the employees of the manufacturing and service sector of the country were the population of this study.The sample size was selected through a convenience sampling technique from which the data was collected through a structured questionnaire.Therefore,the current study followed the questionnaire-based time series data collecting techniques from Indonesia.The researcher invited 500 employees of the manufacturing and service sector in Indonesia,and responses from 380 subordinates were received and 327 data could be used.Collected data were analyzed using several different tests including data screening,exploratory factor analysis,reliability,validity,regression,confirmatory factor analysis,and structural equation modeling accompanied by bootstrapping test using SPSS Statistics 22 and SPSS Amos 26.After the data analysis,finally,it was concluded that all hypotheses based on the literature review could be accepted.It has been found in this study that PAS has a direct positive impact on helping behavior as well as employee silence since PAS increases helping behavior and employee silence.Findings also declare deontic justice significantly mediates the positive relationship between PAS and helping behavior.Findings reveal schadenfreude significantly mediates the positive relationship between PAS and employee silence as well.Furthermore,it has been found that MTO has a significant moderator role in the relationships between direct effect of PAS and deontic justice,and indirect effect of PAS and helping behavior mediated by deontic justice,since the relationship stronger when MTO is high.Lastly,MTO also has significant moderator role in the direct effect of PAS and schadenfreude,and indirect effect of PAS and employee silence mediated by schadenfreude,since the relationship stronger when MTO is low.The theoretical and practical implications of these findings are argued.