Counterproductive work behavior is an inexhaustible source of knowledge and has so far been observed in a variety of contexts. One of the less represented areas of research is the relationship between counterproductive work behavior and the presence of corruption in the organization. The sophisticated forms of corruption that are becoming more common nowadays are nepotism, favoritism, and cronyism, which in this paper are collectively named undesirable social phenomena. One of the directions of this paper was to examine the predictor contribution of the assessment of the severity of these phenomena in the organization and the counterproductive work behavior of its employees. Since behavior is influenced by several factors, this paper also focused on investigating the influence of some personal and organizational factors in the relationship between undesirable social phenomena and counterproductive work behavior. The aim of this research was to examine the relationship between employees' perceptions of undesirable social phenomena in the organization in which they work, their hostility (as a personal factor), perceived organizational support (as an organizational factor) and their counterproductive work behavior. The research was conducted electronically on a convenient sample of 255 participants. All participants assessed the severity of undesirable social phenomena in the organizations in which they are employed, the frequency of their own involvement in counterproductive work behaviors, the degree of perceived organizational support and their own hostility. The results showed that the estimated severity of undesirable social phenomena is a significant predictor of counterproductive work behavior. In contrast, the other relationships examined did not prove significant.