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All Journal TAZKIYA JOURNAL OF PSYCHOLOGY Journal of Educational, Health and Community Psychology Jurnal Psikologi Terapan dan Pendidikan Analitika : Jurnal Magister Psikologi UMA Jurnal Komunikasi Jurnal Psikologi Talenta GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling Martabe : Jurnal Pengabdian Kepada Masyarakat GEMA EKONOMI Psikoislamedia : Jurnal Psikologi Psikologi Konseling: Jurnal Kajian Psikologi dan Konseling Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Jurnal Muara Ilmu Ekonomi dan Bisnis Dedikasi: Jurnal Pengabdian Masyarakat Jurnal Psimawa : Diskursus Ilmu Psikologi dan Pendidikan Provitae: Jurnal Psikologi Pendidikan Jurnal Bakti Masyarakat Indonesia Jurnal Penelitian Pendidikan, Psikologi Dan Kesehatan (J-P3K) Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) CENDEKIA : Jurnal Ilmu Pengetahuan SOCIAL : Jurnal Inovasi Pendidikan IPS International Journal of Social Service and Research Jurnal Pengabdian Masyarakat : Pemberdayaan, Inovasi dan Perubahan Jurnal Indonesia Sosial Sains AHKAM : Jurnal Hukum Islam dan Humaniora Eduvest - Journal of Universal Studies Priviet Social Sciences Journal International Journal of Multidisciplinary Research of Higher Education (IJMURHICA)
Zamralita, Zamralita
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Pemberdayaan Karyawan Melalui Program Kesejahteraan: Meningkatkan Kebahagiaan dan Komitmen di Tempat Kerja Luthfiana, Nusaiba; Randiyanto Mantulu, Muhamad; Zamralita, Zamralita
DEDIKASI: Jurnal Pengabdian Masyarakat Vol 6 No 2 (2024): Dedikasi: Jurnal Pengabdian Masyarakat, Juli-Desember 2024
Publisher : Pusat Pengabdian Masyarakat LPPM IAIN Metro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32332/22fwpd17

Abstract

Pengabdian ini bertujuan untuk mengevaluasi dampak dari implementasi program kesejahteraan di tempat kerja terhadap tiga aspek penting karyawan: kebahagiaan, komitmen, dan kinerja. Program kesejahteraan yang dikaji dalam pengabdian ini bersifat komprehensif, mencakup berbagai aspek seperti kesehatan fisik, kesehatan mental, dan kesejahteraan emosional karyawan. Melalui survei dan analisis data yang melibatkan 8 karyawan, pengabdian ini menemukan adanya korelasi positif antara program kesejahteraan yang komprehensif dengan peningkatan kepuasan kerja, loyalitas (yang tercermin dari penurunan tingkat turnover), dan produktivitas (yang terlihat dari peningkatan output rata-rata). Hasil pengabdian ini memberikan bukti empiris yang mendukung pentingnya investasi dalam program kesejahteraan karyawan. Dengan memprioritaskan kesejahteraan karyawan, perusahaan tidak hanya dapat menciptakan lingkungan kerja yang positif dan suportif, tetapi juga dapat meningkatkan kinerja dan produktivitas secara keseluruhan. Temuan ini relevan bagi para pemimpin perusahaan dan praktisi sumber daya manusia yang ingin mengembangkan strategi untuk meningkatkan keterlibatan dan efektivitas karyawan.
The Relationship between Psychological Well-Being and Motivation for Achievement in Bakrie Center Foundation Internship Students in Banten Province Putriadi, Harvi Wahyu; Zamralita, Zamralita
Jurnal Indonesia Sosial Sains Vol. 5 No. 06 (2024): Jurnal Indonesia Sosial Sains
Publisher : CV. Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jiss.v5i06.1166

Abstract

Internships aim to enrich students' knowledge and experience through direct fieldwork. Psychological well-being relates to fulfilling and realizing fundamental human qualities by actualizing one's potential. Therefore, students with high psychological well-being are expected to have better achievement motivation. This study aims to determine if there is a relationship between psychological well-being and achievement motivation among Bakrie Center Foundation interns in Banten Province. The scales used are the Psychological Well-Being Scale (PSWB) and the Achievement Motivation Scale adapted from Julianti (2022), based on McClelland's aspects. This quantitative research uses a correlational design, with a sample of 47 interns. Pearson correlation analysis yielded a Pearson correlation (r) value of 0.234 with a significance level (p) of 0.109 (p< 0.05), indicating no relationship between psychological well-being and achievement motivation among Bakrie Center Foundation interns in Banten. Overall categorization data showed that the interns had high psychological well-being but low achievement motivation.
The Role of Psychological Capital to Job Performance with Work Engagement as Mediator of Employee Zamralita, Zamralita
Journal of Educational, Health and Community Psychology VOL 13 NO 3 SEPTEMBER 2024
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.12928/jehcp.v13i3.29723

Abstract

A democratic state is obliged to ensure the fulfilment of the rights of its people, including the right to access quality public services. The quality and effectiveness of public services in Indonesia are currently facing significant challenges, as evidenced by a decline in the standard of service provision. This study emphasises the significance of psychological capital in enhancing job performance, with work engagement as a mediating factor. This study used quantitative methods and data collection techniques through convenience sampling, with a total of 317 participants. The instruments are used in this study for the measurement of variables are the Individual Work Performance Questionnaire, the Psychological Capital Questionnaire and the Utrecht Work Engagement Scale. The results showed that psychological capital can predict job performance, psychological capital can predict work engagement, and work engagement can predict job performance. Additionally, this study proved that work engagement functions as a mediator between psychological capital and job performance. By enhancing psychological capital and work engagement, the quality of public services can be enhanced, which will have a beneficial impact on public trust and public welfare.
THE ROLE OF WORK STRESS AND COWORKER SUPPORT BETWEEN TOXIC LEADERSHIP AND TURNOVER INTENTION Minarti, Kurnianingrum Ayu; Zamralita, Zamralita
Jurnal Muara Ilmu Ekonomi dan Bisnis Vol. 9 No. 2 (2025): Jurnal Muara Ilmu Ekonomi dan Bisnis
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmieb.v9i2.34919

Abstract

Penelitian ini bertujuan untuk menguji dampak toxic leadership terhadap intensi keluar kerja melalui peran mediasi stres kerja, serta menguji peran dukungan rekan kerja sebagai moderator pada hubungan toxic leadership dan stres kerja. Toxic leadership dapat meningkatkan stres kerja, sehingga menambah peluang individu untuk meninggalkan organisasi. Dalam hal ini, dukungan rekan kerja diharapkan dapat membantu mengurangi efek negatif toxic leadership terhadap stres kerja. Penelitian ini menggunakan metode penelitian kuantitatif non eksperimental dengan menggunakan kuesioner. Survei dilakukan dengan melibatkan 417 karyawan Generasi Z di Jakarta yang diperoleh melalui teknik convenience sampling. Alat ukur yang digunakan dalam penelitian ini adalah Toxic Leadership Scale, Intention to Leave Scale, Job Stress Scale dan Coworker Support Scale. Analisis data menggunakan tes sobel dan structural equation model (SEM) menggunakan AMOS. Hasil penelitian menunjukkan bahwa toxic leadership berpengaruh terhadap stres kerja, yang pada gilirannya memicu niat karyawan Gen Z untuk meninggalkan pekerjaan. Dalam hal ini, dukungan rekan kerja menunjukkan pengaruh signifikan dalam meredakan stres yang disebabkan oleh toxic leadership. Temuan ini menggarisbawahi pentingnya organisasi untuk mengatasi fenomena toxic leadership demi kesejahteraan karyawan dan keberlanjutan organisasi. Hasil penelitian ini diharapkan memberikan wawasan bagi organisasi dalam mengembangkan intervensi yang lebih efektif untuk menciptakan lingkungan kerja yang positif, serta mengurangi tingkat turnover dalam organisasi.   This study aims to examine the impact of toxic leadership on turnover intention through the mediating role of work stress, as well as examine the role of coworker support as a moderator in the relationship between toxic leadership and work stress. Toxic leadership can increase work stress, thus increasing the chances of individuals leaving the organization. In this case, coworker support is expected to help reduce the negative effects of toxic leadership on work stress. This study uses a quantitative research method using a questionnaire. The survey was conducted involving 417 Generation Z employees in Jakarta obtained through convenience sampling technique. The measuring instruments used in this study are Toxic Leadership Scale, Intention to Leave Scale, Job Stress Scale and Coworker Support Scale. Data analysis used sobel test and structural equation model (SEM) by AMOS. This study found that toxic leadership affects work stress, which in turn triggers Gen Z employees' intention to leave work. In this study, coworker support show a significant effect in relieving stress caused by toxic leadership. These findings underscore the importance of organizations to address the phenomenon of toxic leadership for employee well-being and organizational sustainability. The results of this study are expected to provide insights for organizations in developing more effective interventions to create a positive work environment, as well as reducing turnover rates in organizations.
Hubungan Impostor Phenomenon dan Career Decision-Making Difficulties dengan Psychological Resilience sebagai Mediator pada Mahasiswa Tingkat Akhir Veronica, Davina; Zamralita, Zamralita; Prima, Ismoro Reza
AHKAM Vol 4 No 4 (2025): DESEMBER
Publisher : Lembaga Yasin AlSys

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58578/ahkam.v4i4.8320

Abstract

Final-year university students often face academic pressure, social demands, and career uncertainty that can trigger the impostor phenomenon (IP) and increase career decision-making difficulties (CDMD), while low psychological resilience (PR) may further weaken their ability to make career decisions. This study aimed to examine the relationship between IP and CDMD, the relationship of PR with both variables, and the mediating role of PR in the relationship between IP and CDMD among final-year students in Indonesia. A quantitative approach with a cross-sectional correlational design was employed, involving 201 final-year students selected through purposive sampling. The instruments used were the Clance Impostor Phenomenon Scale (CIPS), the Career Decision-Making Difficulties Questionnaire (CDDQ), and the Connor–Davidson Resilience Scale (CD-RISC). Data were analyzed using SPSS and Jamovi through assumption testing, descriptive statistics, Spearman correlations, linear regression, and the Sobel test. The results showed that IP was positively and significantly associated with CDMD, while PR was negatively and significantly associated with CDMD, and no significant relationship was found between IP and PR. Nevertheless, PR was found to be a significant mediator in the relationship between IP and CDMD through an indirect effect. These findings indicate that IP increases difficulties in career decision-making, whereas PR functions as a protective factor that attenuates this effect. The study underscores the importance of resilience-based intervention programs within career counseling services to help final-year students cope more adaptively with self-doubt and career uncertainty.
The relationship between work stress and quiet quitting among generation Z employees Veren, Karissa; Zamralita, Zamralita; Putra, Ismoro Reza Prima
Priviet Social Sciences Journal Vol. 6 No. 1 (2026): January 2026
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/pssj.v6i1.1012

Abstract

Quiet quitting represents a phase of disengagement in which employees continue to work but limit their efforts strictly to job descriptions. When this occurs on a massive scale, it hinders innovation, increases workload for engaged employees, and contributes to stagnant organizational growth. Previous studies have shown that quiet quitting is prevalent among Gen Z and is influenced by work stress. Work stress consists of challenge and hindrance stress, which affect individual performance differently. High levels of stress can also reduce productivity and lead to organizational losses. Therefore, further research is necessary to understand the relationship between these two types of work stress and quiet quitting. This study aims to examine the relationship between challenge stress, hindrance stress, and quiet quitting among Gen Z employees in Indonesia. A quantitative correlational design was used. The sample consisted of 212 Gen Z employees in Indonesia, selected through convenience sampling. Data were collected through an online survey using the Challenge and Hindrance-related Self-Reported Stress Scale by Cavanaugh et al. (1998) and the Quiet Quitting Scale by Galanis et al. (2023). The C-HSS contained 11 items, while the QQS comprised eight items, showing acceptable internal consistency (α>0.600). The results indicate that challenge stress is negatively correlated with quiet quitting, whereas hindrance stress is positively correlated. Challenge stress tends to enhance motivation and reduce quiet quitting tendencies, whereas hindrance stress increases withdrawal behaviors. These findings provide insights for organizations to develop strategies for managing Gen Z employees’ work-related stress and maintaining their engagement levels.
The relationship between work-related social media use and work-life integration among generation Z employees in Indonesia Untung, Laura Aurelia Austine; Zamralita, Zamralita; Jessica, Jessica
Priviet Social Sciences Journal Vol. 6 No. 1 (2026): January 2026
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/pssj.v6i1.1110

Abstract

The use of work-related social media by Generation Z has become a widespread phenomenon, creating a dilemma between flexibility and the blurring of boundaries between professional and personal lives. As digital natives, they are expected to seamlessly integrate work and personal life; however, they are also vulnerable to technostress. This study examines the relationship between Work-Related Social Media Use (WSMU) and Work-Life Integration (WLI) among Generation Z employees. This study adopts Boundary Theory and the Job Demands-Resources model as its theoretical framework. A correlational quantitative approach was employed, involving 203 Generation Z employees selected through convenience sampling method. Data were collected using the Work-Life Boundary Enactment Scale and Work-Related Social Media Questionnaire. The results of the correlation analysis rejected the initial hypothesis. A highly significant negative relationship was found between WSMU and WLI (r = -0.206, P = 0.003). This suggests that employees who effectively utilize social media for work tend to enact stronger segmentation strategies rather than integration. Further analysis revealed that hybrid workers reported significantly higher integration levels than office-based workers, and female employees engaged in more productive WSMU behaviors.
HUBUNGAN CHALLENGE STRESS DAN HINDRANCE STRESS TERHADAP PRESENTEEISM PADA KARYAWAN GENERASI Z Callista, Ignacia; Zamralita, Zamralita; Putra, Ismoro Reza Prima
CENDEKIA: Jurnal Ilmu Pengetahuan Vol. 6 No. 1 (2026)
Publisher : Pusat Pengembangan Pendidikan dan Penelitian Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51878/cendekia.v6i1.8863

Abstract

The phenomenon of presenteeism, the behavior of continuing to work despite less than optimal physical or psychological condition, poses a significant challenge to the well-being of Generation Z employees, known for their adaptability but vulnerability to stress. This study focuses on analyzing the relationship between two dimensions of work stress—challenge stress (growth-inducing stress) and hindrance stress (inhibiting stress), and levels of presenteeism using Cavanaugh's theoretical framework. Using a quantitative approach using survey methods, data were collected from 209 Generation Z employees in Indonesia using the Challenge and Hindrance-related Self-Reported Stress Scale (C-HSS) and the Job Stress-Related Presenteeism Scale (JSRPS). Statistical analysis revealed the crucial finding that challenge stress significantly negatively correlated with presenteeism, meaning constructive work challenges actually decreased the likelihood of unproductive attendance, while hindrance stress demonstrated a significant positive relationship that triggered this behavior. Additional findings highlighted variations in levels of presenteeism across departments, with divisions with high administrative burdens, such as Accounting, showing the highest levels. This study concludes that effective stress management should focus on increasing meaningful work challenges and minimizing bureaucratic barriers to optimize the productivity and mental health of young workers. ABSTRAK Fenomena presenteeism, yakni perilaku tetap bekerja meski dalam kondisi fisik atau psikologis yang kurang prima, menjadi tantangan signifikan bagi kesejahteraan karyawan Generasi Z yang dikenal adaptif namun rentan terhadap tekanan. Penelitian ini berfokus pada analisis hubungan antara dua dimensi stres kerja, yaitu challenge stress (stres pemicu pertumbuhan) dan hindrance stress (stres penghambat), terhadap tingkat presenteeism dengan menggunakan kerangka teori Cavanaugh. Melalui pendekatan kuantitatif dengan metode survei, data dihimpun dari 209 karyawan Generasi Z di Indonesia menggunakan instrumen Challenge and Hindrance-related Self-Reported Stress Scale (C-HSS) dan Job Stress-Related Presenteeism Scale (JSRPS). Analisis statistik mengungkapkan temuan krusial bahwa challenge stress berkorelasi negatif secara signifikan dengan presenteeism, yang berarti tantangan kerja konstruktif justru menurunkan kecenderungan hadir tanpa produktivitas, sedangkan hindrance stress menunjukkan hubungan positif signifikan yang memicu perilaku tersebut. Temuan tambahan menyoroti variasi tingkat presenteeism antar departemen, di mana divisi dengan beban administrasi tinggi seperti Akuntansi menunjukkan tingkat tertinggi. Studi ini menyimpulkan bahwa manajemen stres yang efektif harus berfokus pada peningkatan tantangan kerja yang bermakna dan meminimalkan hambatan birokrasi untuk mengoptimalkan produktivitas serta kesehatan mental tenaga kerja muda.
PERAN CYBERLOAFING TERHADAP DIGITAL WELL- BEING PADA KARYAWAN GENERASI Z Djaja, Margaretha Sabda; Zamralita, Zamralita; Putra, Ismoro Reza Prima
CENDEKIA: Jurnal Ilmu Pengetahuan Vol. 6 No. 1 (2026)
Publisher : Pusat Pengembangan Pendidikan dan Penelitian Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51878/cendekia.v6i1.8864

Abstract

The rapid development of digital technology has brought significant changes to the workplace, especially for Generation Z employees. Despite the benefits, the high intensity of digital technology use has the potential to cause psychological stress that can affect employees' digital well-being. One way employees cope with this is through cyberloafing, the use of the internet at work for personal purposes. This study aims to determine the relationship between cyberloafing and digital well-being among Generation Z employees. This study used a non-experimental quantitative method with a correlational approach. The study participants consisted of 213 active Generation Z employees with at least one year of work experience who cyberloafed for a maximum duration of 75 minutes per day. The measurement instruments used were the Cyberloafing Scale and the Digital Well-being Scale, adapted into Indonesian. The results showed a significant positive relationship between cyberloafing and digital well-being (r = 0.286; p < 0.001). Therefore, it can be said that cyberloafing, when done within reasonable limits, can serve as a coping mechanism to reduce work stress arising from the high intensity of digital technology use in the workplace. However, excessive cyberloafing can negatively impact physical health and work productivity. Therefore, it is important for organizations to create a work environment with a balanced use of digital technology. ABSTRAK Perkembangan teknologi digital yang pesat membawa perubahan signifikan dalam dunia kerja, terutama bagi karyawan Generasi Z. Terlepas dari manfaat yang bisa didapatkan, tingginya intensitas penggunaan teknologi digital berpotensi menimbulkan tekanan psikologis yang dapat memengaruhi tingkat digital well-being karyawan. Salah satu cara yang dilakukan karyawan untuk mengatasi hal tersebut adalah dengan cyberloafing, penggunaan internet di tempat kerja untuk kepentingan pribadi. Penelitian ini bertujuan untuk mengetahui hubungan antara cyberloafing dan digital well-being pada karyawan Generasi Z. Penelitian ini menggunakan metode kuantitatif non-eksperimental dengan pendekatan korelasional. Partisipan penelitian ini terdiri dari 213 karyawan Generasi Z yang aktif bekerja dengan pengalaman bekerja minimal selama 1 tahun, serta melakukan cyberloafing dengan durasi maksimal 75 menit per hari. Alat ukur yang digunakan adalah Cyberloafing Scale dan Digital Well-being Scale yang telah diadaptasi ke Bahasa Indonesia. Hasil penelitian menunjukkan bahwa terdapat hubungan positif yang signifikan antara cyberloafing dan digital well-being (r = 0,286; p < 0,001). Maka dapat dikatakan bahwa cyberloafing yang dilakukan dalam batas wajar dapat berfungsi sebagai mekanisme coping untuk mengurangi stres kerja yang muncul akibat tingginya intensitas penggunaan teknologi digital di lingkungan kerja. Namun, cyberloafing yang dilakukan secara berlebihan dapat berdampak negatif terhadap kesehatan fisik dan produktivitas kerja. Oleh karena itu, penting bagi organisasi untuk menciptakan lingkungan kerja dengan penggunaan teknologi digital yang seimbang.
PERAN WORK LIFE INTEGRATION TERHADAP WORK ENGAGEMENT PADA KARYAWAN GEN Z Hindra, Aurelia; Zamralita, Zamralita; Jessica, Jessica
CENDEKIA: Jurnal Ilmu Pengetahuan Vol. 6 No. 1 (2026)
Publisher : Pusat Pengembangan Pendidikan dan Penelitian Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51878/cendekia.v6i1.9195

Abstract

The entry of Generation Z into the workforce requires companies to prioritize work engagement as a strategic priority to maintain employee stability and productivity. This study aims to critically examine the common assumption that Work-Life Integration is a key predictor of work engagement in this generational group. Using a quantitative approach, the study involved 220 Gen Z employees from various industrial sectors in Indonesia, with data analyzed using simple linear regression techniques. The statistical analysis results showed that the hypothesis was rejected, where Work-Life Integration had no significant effect on Work Engagement (p = 0.061), with a very small contribution of only 1.6%. Additional analysis based on demographic aspects also showed no significant differences. The main conclusion of this study indicates that for Gen Z employees, integration between work and personal life has shifted to a basic standard of facilities expected to prevent job dissatisfaction, but its existence is not necessarily a primary driver in increasing their work engagement. ABSTRAK Masuknya Generasi Z ke dalam angkatan kerja menuntut perusahaan untuk menempatkan keterikatan kerja (Work Engagement) sebagai prioritas strategis guna menjaga stabilitas dan produktivitas karyawan. Penelitian ini bertujuan untuk menguji secara kritis anggapan umum bahwa Integrasi Kehidupan Kerja (Work Life Integration) merupakan prediktor utama bagi keterikatan kerja pada kelompok generasi ini. Menggunakan pendekatan kuantitatif, penelitian melibatkan 220 karyawan Gen Z dari berbagai sektor industri di Indonesia, dengan data yang dianalisis melalui teknik regresi linear sederhana. Hasil analisis statistik menunjukkan bahwa hipotesis ditolak, di mana Work Life Integration tidak memiliki pengaruh yang signifikan terhadap Work Engagement (p = 0.061), dengan kontribusi yang sangat kecil, yakni hanya 1,6%. Analisis tambahan berdasarkan aspek demografi juga tidak memperlihatkan perbedaan yang signifikan. Simpulan utama studi ini mengindikasikan bahwa bagi karyawan Gen Z, integrasi antara pekerjaan dan kehidupan pribadi telah bergeser menjadi standar fasilitas dasar yang diharapkan untuk mencegah ketidakpuasan kerja, namun keberadaannya tidak serta-merta menjadi pendorong utama dalam meningkatkan keterikatan kerja mereka.
Co-Authors Alvin Sanjaya Amanda, Velia Amelia, Aulia Rizki Anandita, Rafela Angela, Claudia Angeline, Vania Angesti, Nadya Ganis Ardjuna, Achmad Khalid Alfajar Arvaisya, Arfeina Benazir Aryani, Fransiska Xaveria Basaria, Debora Callista, Ignacia Chan, Rosyeni Chandra, Nova Denata, Medelin Dharmawan, Stephanus Raymond Dirk, Audry Carissa Djaja, Margaretha Sabda Fiore, Asyfa Fransisca I. R. Dewi Gisella, Verren Haropis, Yahdi Fahlevi Hasim, Viona Clara Hijaya, Jasmine Meutia Hindra, Aurelia Idulfilastri, Rita Markus Idulfilastri, Rita Markus Indahsaputri, Marsha Irene Irene Jacop, Cindy Jessica Jessica Koesma, Rismiyati Lie, Daniel Limtara, Wilson Wiedardi Luthfiana, Nusaiba Made Cintya Dwiyanti Arsari, Ni Margaretha, Jane Markus Idulfilastri, Rita Markus, Rita Michael Michael Minarti, Kurnianingrum Ayu Nanda, Danan Prima Nathania Lie, Marina Grace Nesa Lydia Patricia, Nesa Lydia Nurramadhania, Khairuzahra Putri Prabandari, Amelia Kania Prima, Ismoro Reza Purwono, R. Urip Puspita, Debora Dwi Putra, Ismoro Reza Prima Putri Leleng Wilis, Anastasia Putri, Yohana Desia Putriadi, Harvi Wahyu Radiani, Danya Rafi’ah, Khalidatul Rafi’ah , Khalidatul Randiyanto Mantulu, Muhamad REZA FAHLEVI Reza Fahlevi Reza, Ismoro Rismiyati, Tetty Saraswati, Kiky Dwi Hapsari Stephanie Angelina Susanto, Priscilla Viona Tji Beng, Jap Untung, Laura Aurelia Austine Uranus, Hanna Christina Valentine, Raissa Vanessa Xenia, Callista Venesia, Venesia Veren, Karissa Veronica, Davina Violany, Refacha Widyastuti, Philomena Esti Wijaya, Kresna Surya Wilis, Anastasia Putri Leleng Wiranata, Kevin Yohanes Budiarto Young, Tjenita