<![CDATA[Counterproductive Work Behavior is behavior that can harm the organization through decreased productivity, damage to assets, and disruption of work relationships between employees. This research aims to examine the influence of task conflict and abusive supervision on counterproductive work behavior and analyze the role of emotional intelligence as a moderator variable in these relationships. This research is based on Affective Events Theory and uses a quantitative approach. Primary data was collected through an online questionnaire on 215 active employees in formal organizations domiciled in the Special Region of Yogyakarta with a minimum working period of one year using the purposive sampling technique. Data analysis was carried out using the PLS-SEM method with the help of SmartPLS 4 software. The results of the study showed that abusive supervision had a positive and significant effect on counterproductive work behavior, while task conflicts did not have a significant effect on counterproductive work behavior. In addition, emotional intelligence has not been shown to moderate the influence of task conflicts or abusive supervision on counterproductive work behavior. The research model was able to explain the variation in counterproductive work behavior by 56.4%. These findings indicate that abusive supervision behavior is a more dominant factor in encouraging the emergence of counterproductive work behavior than task conflict, while emotional intelligence has not been able to weaken the influence of these two variables. Therefore, organizations are advised to strengthen ethical supervision practices and provide secure and anonymous reporting mechanisms to minimize counterproductive work behavior.]]>
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