Andika Setia Pratama

Universitas Airlangga, Management, Graduate Student

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I am a doctoral student in Management Science at Faculty of Economics and Business (FEB), Airlangga University, Indonesia, with a specialization in Human Resource Management. I earned both my Bachelor of Science and Master of Science degrees in the same field and from the same institution. In parallel with my academic pursuits, I serve as the researcher at PT Usaha Mulia Digital Indonesia, a research and technology company focused on human resource management. In this role, I lead research strategies, manage scholarly publications, and contribute to the formulation of human resource policy recommendations based on empirical research. Over the past four years, I have built a solid track record in academic research, publishing multiple peer-reviewed articles in reputable journals and actively serving as a reviewer for several international publications. My research interests lie in organizational behavior, particularly in leadership, individual behavior, attitudes, and psychological conditions in the workplace.
Supervisors: Prof. Anis Eliyana and Prof. Ahmad Rizki Sridadi
Phone: +6282214051299
Address: Faculty of Economics and Business, Universitas Airlangga, Campus B Jl. Airlangga 4, Surabaya 60286, Indonesia.

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Papers by Andika Setia Pratama

Determining Variables that Affect Innovative Work Behavior: An Empirical Study at the Ministry of Marine Affairs and Fisheries

SAGE Open, 2024

The Ministry of Maritime Affairs and Fisheries plays an important role in making the sea the futu... more The Ministry of Maritime Affairs and Fisheries plays an important role in making the sea the future of the nation with three mission pillars, namely the mission of sovereignty, sustainability, and welfare. To realize this missions, the ministry carries out bureaucratic reform and innovates in community service, which depends on the innovative work behavior of its middle managers. This study analyzes the direct effect of transformational leadership and self-determination on innovative work behavior. The mediation roles of person-organization fit and social media usage are also tested. One hundred thirty middle managers were selected as respondents and completed the questionnaire online. The analyzing of this research data was carried out with structural equation modeling. This research output clearly shows innovative work behavior improvement among middle managers. It can be used as a basis for consideration for middle managers in formulating policies related to innovative work behavior by focusing on more appropriate transformational leadership and self-determination, as well as the involvement of person-organization fit and social media usage.

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Employees Intentions to Use Performance Management System in Regional Bank: Perspective from Generation-X

APTISI Transactions on Technopreneurship, 2024

Amidst a scarcity of literature on the adoption of information technology among Generation X empl... more Amidst a scarcity of literature on the adoption of information technology among Generation X employees within the banking sector, this study aims to delve into the factors influencing their intention to use Performance Management Systems (PMS). Drawing upon the Technology Acceptance Model, this study endeavors to analyze the impact of self-efficacy, perceived usefulness, and attitude towards PMS on the intention to use such systems among Generation X bank employees. Employing a quantitative methodology, the study engaged 158 participants from a regional bank in Indonesia, selected through purposive sampling. Data gathered via online questionnaires underwent analysis using Partial Least Square-Structural Equation Modeling via SmartPLS 4.0 to evaluate ten research hypotheses. The findings revealed that while self-efficacy in PMS did not directly influence the intention to use PMS, perceived usefulness of PMS and attitude to PMS acted as mediators, facilitating the effect of self-efficacy on intention. These results can be attributed to the inherent skepticism and pragmatism of Generation X individuals towards novel technologies. Consequently, this study yields significant insights for both the advancement of technology acceptance literature and the strategic preparedness of banking institutions in adopting new technologies.

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Fostering Organizational Citizenship Behavior: The Role of Proactive Personality, Job Satisfaction, and Affective Commitment

SAGE Open, 2024

This study aims to test and analyze the effect of proactive personality on organizational citizen... more This study aims to test and analyze the effect of proactive personality on organizational citizenship behavior, both directly and indirectly, through job satisfaction and affective commitment in correctional institutions in Indonesia. The sample of this study was 211 frontline officers in correctional institutions throughout Indonesia. Furthermore, the data were evaluated and analyzed with partial least square structural equation modeling (PLS-SEM) analysis to determine the acceptance or rejection of the hypothesis. Based on the test results, it was found that the direct effect of proactive personality on organizational citizenship behavior was not significant. However, this study shows that job satisfaction and affective commitment function as variables mediating proactive personality’s full influence on organizational citizenship behavior. This research has proved the role of job satisfaction and affective commitment mediation on the influence of proactive personality on organizational citizenship behavior. These results expand the knowledge expressed by previous research on the effect of personality on organizational citizenship behavior with job satisfaction and affective commitment mediation.

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Fostering voice behavior in correctional institutions: Investigating the role of organizational support and proactive personality

PLoS ONE, 2024

This research delves into the intricate interplay between perceived organizational support, proac... more This research delves into the intricate interplay between perceived organizational support, proactive personality, and voice behavior. Furthermore, it establishes the pivotal role of work engagement as a mediating factor within the articulated research model. The study engaged 287 healthcare professionals within correctional institutions and detention centers in Indonesia, employing a dual-phase questionnaire distribution to capture the dynamic aspects of the participants' experiences. Utilizing the statistical technique of Partial Least Square-Structural Equation Modeling with the SmartPLS 4 program as an analysis tool, the collected data underwent comprehensive analysis. The outcomes reveal that proactive personality significantly influences voice behavior both directly and indirectly through its impact on work engagement. Conversely, perceived organizational support directly influences work engagement but does not exhibit a direct impact on voice behavior. These findings underscore the significance of proactive personality in fostering a conducive environment for constructive organizational change from a grassroots perspective. The study suggests that organizations prioritize the cultivation of proactive personality traits to stimulate voice behavior, thereby facilitating ongoing improvements and sustainable organizational progress.

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Job satisfaction through the perspective of emotional labor

Kybernetes, 2024

Purpose - This study explores how emotional intelligence, customer orientation, deep acting and s... more Purpose - This study explores how emotional intelligence, customer orientation, deep acting and surface acting influence job satisfaction among middle managers in their interactions with customers, colleagues and business partners. By examining these factors, we aim to provide insights into their collective impact on job satisfaction and interpersonal dynamics within organizational contexts. Design/methodology/approach - By involving 95 middle managers at Indonesian Internet service providers as respondents, this research used a questionnaire to collect data. Next, the data were analyzed using the partial least square-structural equation modeling (PLS-SEM) technique, which evaluated measurement models and structural models. A total of twelve hypotheses were tested in this study. Findings - This study found that customer orientation does not have a significant effect on deep acting, thereby nullifying its indirect effect on job satisfaction. Conversely, it’s demonstrated that both deep acting and surface acting serve as partial mediators in the relationship between emotional intelligence and job satisfaction. Furthermore, surface acting emerges as a partial mediator in the connection between customer orientation and job satisfaction. Originality/value - By exploring the relationship between customer orientation, emotional intelligence and job satisfaction among employees, this study seeks to reveal novel insights. The study examines the impact of these critical elements, which are necessary for middle managers to effectively manage their emotions and cultivate significant connections, on their overall job satisfaction and interpersonal dynamics in their diverse responsibilities.

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Proactive work behavior and its antecedents: Survey data on correctional officers throughout Indonesia

Data in Brief, 2024

This dataset contains data from a survey of officers in correctional institutions throughout Indo... more This dataset contains data from a survey of officers in correctional institutions throughout Indonesia. A total of 1284 officers completed the survey regarding their self-assessment of proactive work behavior, perceived organizational support, person-environment fit, proactive personality, and role breadth self-efficacy. In addition to raw data, this dataset presents the characteristics of respondents, a description of respondents' answers, and statistical validation of this survey data. This dataset can be reused by researchers for the evaluation of factors that encourage proactive behavior in the correctional context. In addition, this dataset can be utilized by policy makers related to human resource management in correctional institutions in Indonesia.

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Mediating role of engagement and commitment to bridge empowering leadership and task performance

Kybernetes, 2025

Purpose - This research seeks to reveal the mediating role of work engagement and affective commi... more Purpose - This research seeks to reveal the mediating role of work engagement and affective commitment as individual aspects that have the potential to bridge the effect of empowering leadership on the task performance of Correctional Service counselors in Indonesia, especially due to the limited literature on these two aspects in the context of public organizations. Design/methodology/approach - Quantitative research was conducted on 350 counselors throughout Indonesia. The data was collected by distributing questionnaires online. The collected data were then analyzed using Structural Equation Modeling to test the seven research hypotheses. Findings - Empowering leadership significantly strengthens task performance, work engagement and affective commitment. For indirect effects, this study found that affective commitment partially mediates the effect of empowering leadership on task performance. Meanwhile, work engagement failed to act as a mediator because it did not significantly impact strengthening task performance. Originality/value - Notably, the unexpected result of work engagement's inability to significantly boost task performance deviates from the prevailing trends observed in previous empirical research, thereby adding a novel dimension to the findings of this study.

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Unlocking organisational citizenship and innovation: a servant leadership approach for psychological empowerment

Leadership & Organization Development Journal, 2025

Purpose-The study sought to investigate how servant leadership affects employees' organisational ... more Purpose-The study sought to investigate how servant leadership affects employees' organisational citizenship and innovative behaviour by emphasising the mediation role of psychological empowerment. Relying on social exchange and self-determination theories, the present research examined the associations between these key elements in organisational dynamics. Design/methodology/approach-Two waves of data were obtained from 325 supervisor-subordinate dyads working for 15 nonprofit organisations. Findings-The results uncovered a significant and positive connection between leaders with a strong servant mindset and employees' organisational citizenship and innovative behaviour. Psychological empowerment was found to serve as a mediator in the anticipated correlations. Cultivating leaders with an enduring servant attitude was found to significantly boost employees' organisational citizenship and innovation, supported by improved psychological empowerment. Originality/value-This study is distinctive as it fills a gap in research on the relationships between servant leadership, psychological empowerment and work outcomes in the global nonprofit sector, particularly in the Eastern context. This disposition, when given the opportunity, will contribute to strengthening working productivity.

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Organizational citizenship behavior in correctional institutions: Does meaning of work matter

Kybernetes, 2024

Purpose – This study seeks to investigate how psychological capital (PsyCap), proactive personali... more Purpose – This study seeks to investigate how psychological capital (PsyCap), proactive personality and perceived organizational support (POS) influence organizational citizenship behavior (OCB) through the lens of meaning of work (MoW) within correctional institutions in the North Sumatra, Indonesia. Design/methodology/approach – This study employed a quantitative approach involving 276 officers. Path analysis was conducted utilizing the partial least squares-structural equation modeling (PLS-SEM) technique. Findings – The ten-hypotheses testing showed that one hypothesis is not supported, specifically the effect of proactive personality on OCB. However, the indirect effects of PsyCap, POS and proactive personality on OCB through MoW were successfully proven. Originality/value – The results of this study both reinforce and provide insights into how the MoW can contribute to OCB, particularly within the context of densely populated correctional facilities. It aims to fill a significant gap in the current body of knowledge and enhance our understanding of the key factors that influence the behavior of correctional officers in a challenging and complex environment.

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Andika Setia Pratama

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