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All Journal Jurnal Masharif al-Syariah: Jurnal Ekonomi dan Perbankan Syariah Pendas : Jurnah Ilmiah Pendidikan Dasar Inobis: Jurnal Inovasi Bisnis dan Manajemen Indonesia Berajah Journal EKONOMIKA45 Jurnal Ilmu Manajemen, Ekonomi dan Kewirausahaan Jurnal Ekonomika dan Manajemen CEMERLANG :Jurnal Manajemen dan Ekonomi Bisnis Gemilang: Jurnal Manajemen dan Akuntansi Populer: Jurnal Penelitian Mahasiswa Digital Bisnis: Jurnal Publikasi Ilmu Manajemen Dan E-commerce Student Scientific Creativity Journal Indonesian Journal of Contemporary Multidisciplinary Research Jurnal Publikasi Ilmu Manajemen Jurnal Manajemen dan Ekonomi Kreatif Jurnal bintang manajemen Wawasan : Jurnal Ilmu Manajemen, Ekonomi dan Kewirausahaan Manajemen Kreatif Jurnal Journal of Management and Creative Business Jurnal Riset Rumpun Ilmu Ekonomi (JURRIE) Jurnal Riset Manajemen Jurnal Riset Manajemen dan Ekonomi Jurnal Ilmiah Dan Karya Mahasiswa Sammajiva: Jurnal Penelitian Bisnis dan Manajemen Journal of Management and Social Sciences (JIMBE) Maeswara: Jurnal Riset Ilmu Manajemen dan Kewirausahaan Lokawati: Jurnal Penelitian Manajemen dan Inovasi Riset Jurnal Manuhara: Pusat Penelitian Ilmu Manajemen Dan Bisnis Riset Ilmu Manajemen Bisnis dan Akuntansi MULTIPLE: Journal of Global and Multidisciplinary Southeast Asian Journal of Management and Research Indonesian Journal of Entrepreneurship & Startups Indonesian Economic Review Student Research Journal Pusat Publikasi Ilmu Manajemen Nian Tana Sikka: Jurnal Ilmiah Mahasiswa Maslahah: Jurnal Manajemen dan Ekonomi Syariah Journal of Management Specialists Ebisnis Manajemen Master Manajemen GEMBIRA (Pengabdian Kepada Masyarakat) Journal Economic Excellence Ibnu Sina Jurnal Manajemen Bisnis Era Digital Jurnal Inovasi Manajemen, Kewirausahaan, Bisnis dan Digital Kajian Ekonomi dan Akuntansi Terapan Jurnal Pemimpin Bisnis Inovatif Jurnal Bisnis, Ekonomi Syariah dan Pajak Global Leadership Organizational Research in Management Jurnal Ekonomi, Manajemen, Akuntansi Epsilon : Journal of Management (EJoM) Edumaspul: Jurnal Pendidikan Jurnal Publikasi Sistem Informasi dan Manajemen Bisnis INTERNATIONAL JOURNAL OF SOCIETY REVIEWS (INJOSER) INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS (IJEFE) Jurnal Riset dan Inovasi Manajemen
Anshori, Mochammad Isa
Universtitas Trunojoyo Madura
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Social Sciences Other

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Kepemimpinan Berbasis Artificial Intelligence (AI): Peluang, Risiko, dan Implikasi bagi Manajemen Strategis Hoirun Nisa; Shiva Azizul Ilmi; Siti Sahro; Mochammad Isa Anshori
Jurnal Rimba Riset Ilmu manajemen Bisnis dan Akuntansi Vol. 4 No. 2 (2026): Mei: Riset Ilmu Manajemen Bisnis dan Akuntansi
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/rimba.v4i2.2547

Abstract

The development of artificial intelligence (AI) has transformed organizational landscapes and driven fundamental changes in leadership practices and strategic management. This article aims to critically examine AI-based leadership by highlighting its opportunities, risks, and implications for strategic management. The study employs a qualitative literature-based approach using an integrative literature review strategy. The data consist of secondary scholarly literature relevant to AI, leadership, governance, innovation, and strategic management, which were analyzed through qualitative thematic analysis and conceptual content analysis. The findings show that AI-based leadership creates opportunities in the form of improved decision quality, faster strategic analysis, operational efficiency, stronger innovation, and enhanced organizational agility. However, AI integration also presents risks, including algorithmic bias, limited decision transparency, technological dependency, accountability challenges, and ethical concerns. This study confirms that AI does not fully replace human leaders; rather, it fosters a hybrid leadership model that requires technical, adaptive, transformational, and ethical capabilities. The study implies that the effectiveness of AI-based leadership depends on responsible governance, organizational cultural readiness, and balanced human–machine collaboration in supporting strategic management.
Kepemimpinan Lintas Budaya di Era Dekolonisasi Manajemen: Menuju Standar Global yang Non-Barat (Fokus: Menciptakan Standar Kepemimpinan yang tidak hanya Berkiblat pada Teori Manajemen Amerika/Eropa) Miftahul Rizqi; Zam Akhsanu Zahro; Fatihul Muhaimin; Mochammad Isa Anshori
Epsilon Journal of Management Vol. 4 No. 1 (2026): April : Epsilon : Journal of Management (EJoM)
Publisher : Lembaga Pengabdian Masyarakat Universitas Ichsan Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62951/epsilon.v4i1.148

Abstract

The dominance of Western management paradigms in global leadership studies has created homogeneous standards that are less sensitive to non-Western cultural values, while the decolonization of management calls for more contextual, inclusive, and locally-informed approaches. This study aims to analyze the concept of cross-cultural leadership within the framework of management decolonization, identify critiques of Western leadership models, and formulate a conceptual framework for global leadership based on non-Western values. The approach employed is qualitative, drawing on literature review and thematic synthesis of academic publications, international reports, and policy documents relevant to leadership practices in Asia, Africa, and Latin America. The findings reveal that cross-cultural leadership emphasizes collectivism, social harmony, relationality, spirituality, and the integration of local values into decision-making, which significantly diverges from the individualistic and transformational models dominant in the West. These findings underscore the need to reconstruct global leadership standards to be more pluralistic, culturally sensitive, and adaptive to the diversity of multinational organizations. Conceptually, this article contributes an alternative framework for global leadership studies, providing a foundation for managerial practices that respect local cultural values, and offering implications for curriculum development in management education and organizational policies that support inclusivity and sustainability in cross-cultural environments. The abstract reflects the study’s contribution to expanding the literature on cross-cultural leadership through decolonial and indigenous leadership perspectives. Keywords: Cross-cultural leadership, Manajemen decolonization, Non-Western global standards, Indigenous leadership, Postcolonial management, Local cultural values
Algorithmic Transparency: Peran Pemimpin SDM dalam Menjamin Keadilan Rekrutmen Berbasis AI : Fokus: Menghindari Bias Algoritma dalam Pemilihan Kandidat Pemimpin – Audit AI Oleh HR Julia Wulandari; Nabila Helmalia P; Auliya Putri; Mochammad Isa Anshori
JURNAL RISET MANAJEMEN DAN EKONOMI (JRIME) Vol. 4 No. 2 (2026): April : Jurnal Riset Manajemen dan Ekonomi
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/jrime.v4i2.3767

Abstract

The development of artificial intelligence (AI) has significantly transformed human resource management, particularly in recruitment and employee selection processes. AI-based recruitment systems utilize algorithms to enhance efficiency, speed, and objectivity in evaluating candidates. These systems allow organizations to process large volumes of applications more quickly and identify suitable candidates based on data-driven criteria. However, despite these advantages, the use of AI also presents challenges, especially concerning algorithm transparency and the potential for bias, which may compromise fairness in decision-making. Therefore, the role of human resource (HR) leaders becomes crucial in ensuring that AI systems are implemented in a transparent, accountable, and ethical manner. This study aims to analyze the application of algorithm transparency in AI-based recruitment and examine the role of HR leaders in overseeing and auditing these technologies to minimize algorithmic bias. The research adopts a Systematic Literature Review (SLR) approach by analyzing various scholarly articles related to AI in recruitment, algorithmic bias, and AI governance. The review process includes stages of identification, selection, evaluation, and synthesis of relevant literature from multiple scientific databases. The findings indicate that algorithm transparency is a key factor in developing fair and accountable recruitment systems. HR leaders play a strategic role through oversight mechanisms, algorithm audits, and the establishment of governance policies. Without proper supervision, AI systems risk perpetuating historical biases embedded in training data. Therefore, integrating AI with responsible HR leadership is essential to achieving transparent, fair, and sustainable recruitment practices.
Circular Human Resources: Employee Retention Strategy through an Inter-Organizational “Talent Sharing” Model (Focus: Talent Sharing to Prevent Layoffs During Crisis) Devi Nor Holizhoh; Farah Zhafira Mellyana Pratiwi; Vita Fatmawati; Mochammad Isa Anshori
JURNAL RISET MANAJEMEN DAN EKONOMI (JRIME) Vol. 4 No. 2 (2026): April : Jurnal Riset Manajemen dan Ekonomi
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/jrime.v4i2.3772

Abstract

Global economic crises, technological disruption, and organizational uncertainty have driven companies to adopt efficiency measures through layoffs, which may reduce human capital value and weaken organizational sustainability. This study aims to analyze and formulate a Circular Human Resources (Circular HR) model based on talent sharing as an employee retention strategy during crises. The research employs a Systematic Literature Review (SLR) approach guided by PRISMA to identify, select, and synthesize relevant scholarly literature on talent management, sustainable HRM, and inter-organizational collaboration. The findings indicate that inter-company talent sharing enables flexible workforce redistribution, allowing organizations to maintain employment relationships without resorting to layoffs. The effectiveness of this model is influenced by regulatory frameworks, organizational readiness, and the level of trust and collaboration among participating firms. Furthermore, the model contributes to skill enhancement, cost efficiency, and strengthened organizational resilience in times of crisis. This study offers a conceptual framework that integrates circular economy principles with collaborative human resource management strategies, providing practical implications for organizations and policymakers in designing a more adaptive and sustainable employment system.
Longevity Leadership: Strategi SDM Mengelola Pemimpin Senior dan Tantangan Silver Economy dalam Suksesi Kepemimpinan Siti Rahmadani; Yoga Prastiyo; Rania Shabira Aryani; Mochammad Isa Anshori
Jurnal Pemimpin Bisnis Inovatif Vol. 3 No. 2 (2026): April: Jurnal Pemimpin Bisnis Inovatif
Publisher : Asosiasi Riset Ilmu Manajemen dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/jpbi.v3i2.1306

Abstract

The global rise in life expectancy toward the 100-year threshold has accelerated the emergence of the silver economy, significantly affecting organizational leadership structures, particularly in terms of succession stagnation risks and potential loss of institutional knowledge. This study aims to develop a comprehensive longevity leadership strategy to manage senior leaders and optimize leadership succession in the context of demographic transition. The research employs an integrative literature review with thematic analysis of reputable international and national journal articles published within the last five years. The findings reveal that effective longevity leadership strategies emphasize repositioning senior leaders from operational roles to strategic mentors through knowledge-sharing mechanisms and phased retirement approaches. Furthermore, successful succession in an aging workforce depends on role flexibility and the establishment of new psychological contracts that recognize and value the wisdom of senior leaders. This study contributes theoretically by proposing a dynamic succession model that bridges intergenerational gaps. Practically, it offers guidance for human resource practitioners in designing age-inclusive retention strategies and leadership transition policies.Overall, the proposed strategy supports organizational stability while fostering sustainable innovation through the optimal utilization of senior human capital.
HR Metaverse Leadership: Mengelola Identitas dan Budaya Kerja di Ruang Kantor Virtual 3D : (Fokus: Bagaimana pemimpin SDM membangun loyalitas saat interaksi dilakukan melalui avatar) Moh Choirus Samroni; Arikatul Jannah; Najnatul Mismah; Mochammad Isa Anshori
Jurnal Pemimpin Bisnis Inovatif Vol. 3 No. 2 (2026): April: Jurnal Pemimpin Bisnis Inovatif
Publisher : Asosiasi Riset Ilmu Manajemen dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/jpbi.v3i2.1314

Abstract

Digital transformation has driven organizations to adopt the metaverse as a 3D virtual workspace that enables employee interaction through avatars, thereby introducing new challenges in managing organizational identity, work culture, and employee loyalty. This study aims to analyze the role of human resource leadership in establishing organizational identity, transforming work culture, and sustaining employee loyalty within a metaverse-based work environment. The study employs an integrative literature review approach by systematically collecting and synthesizing relevant scholarly sources from reputable publications within the last five years. The findings indicate that organizational identity in the metaverse is constructed through avatar representation and virtual environment design, while work culture undergoes a transformation toward flexible digital interaction patterns that still require reinforcement of organizational values. Furthermore, employee loyalty is influenced by the quality of virtual experiences and the effectiveness of leadership communication. In this context, digital-based HR leadership emerges as a critical factor in fostering employee engagement and trust in a non-physical interaction setting. This study contributes conceptually by integrating leadership, identity, culture, and loyalty within the metaverse framework, and provides practical implications for organizations in designing adaptive human resource management strategies in response to the advancement of immersive technologies.
Peran Kepemimpinan Mengintegrasikan AI dalam Meningkatkan Kinerja Organisasi Ananda Celosia; Melinda Kusuma Putri; Kasana Bintang Rajasa; Mochammad Isa Anshori
Jurnal Pemimpin Bisnis Inovatif Vol. 3 No. 2 (2026): April: Jurnal Pemimpin Bisnis Inovatif
Publisher : Asosiasi Riset Ilmu Manajemen dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/jpbi.v3i2.1322

Abstract

This research is motivated by the increasing role of Artificial Intelligence (AI) in organizational transformation and the crucial function of leadership in ensuring its successful implementation. The primary objective of this study is to analyze the relationship between leadership, AI integration, and organizational performance, as well as to identify various challenges and supporting factors in the process. This study employs a systematic literature review (SLR) method by examining 30 relevant, reputable scientific articles from the Scopus and Google Scholar databases within the 2020–2026 timeframe through selection, evaluation, and thematic synthesis processes. The results indicate that AI integration significantly contributes to improving operational efficiency, data-driven decision-making quality, and organizational innovation. However, this success heavily depends on the role of adaptive, transformational, and digitally-oriented leadership capable of steering the technological vision. Conversely, major challenges were identified, such as employee resistance, limited digital competencies, and ethical issues surrounding data privacy. This study contributes to strengthening the conceptual understanding of leadership's role as a bridge between technology and organizational performance, while offering practical implications for management in designing effective, inclusive, and sustainable digital transformation strategies.
Peran Kecerdasan Buatan (AI) dalam Mendukung Proses Pengambilan Keputusan Kepemimpinan Delia Septi Catur Farawati; Nisrina Ainul Kamila Ariyanti; Nawfal Faiz Abyaz; Mochammad Isa Anshori
Jurnal Pemimpin Bisnis Inovatif Vol. 3 No. 2 (2026): April: Jurnal Pemimpin Bisnis Inovatif
Publisher : Asosiasi Riset Ilmu Manajemen dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/jpbi.v3i2.1323

Abstract

The advancement of digital technology has significantly transformed organizational decision-making, particularly in modern leadership contexts that demand rapid and data-driven responses. Artificial Intelligence(AI) has emerged as a strategic technology capable of enhancing accuracy, speed, and effectiveness in decision-making through comprehensive data analysis. This study aims to analyze the role of AI in supporting leadership decision-making and its implications for organizational effectiveness using a narrative literature review approach. Secondary data comprising peer-reviewed national and international journal articles were analyzed to identify patterns, themes, and interactions between AI, leadership, and decision-making processes. The findings indicate that AI functions not only as a data analysis tool but also as a strategic element that strengthens leaders’ capabilities in evidence-based decision-making, improves team coordination, and optimizes organizational processes. Thematic synthesis identified three main domains analytics and predictive capabilities, leadership strategies, and implementation challenges that form the basis for integrating AI into managerial practice. This study contributes theoretically by expanding the digital leadership and technology-based decision-making framework and practically by providing guidance for organizations to optimize AI utilization to enhance decision quality and efficiency. The research also offers directions for future empirical studies to explore AI-leadership interactions across various organizational sectors, supporting more adaptive, effective, and data-driven decision-making in the digital era.
THE INFLUENCE OF TRUST IN SUPERIORS ON EMPLOYEES' TRUST IN THE COMPANY WITH JOB EMBEDDEDNESS AS A MODERATING VARIABLE Mochammad Isa Anshori; Rieneke Ryke Kalalo; Djoko Wijono; Jemadi; Dicki Bagus Chandra
INTERNATIONAL JOURNAL OF SOCIETY REVIEWS Vol. 3 No. 9 (2026): INTERNATIONAL JOURNAL OF SOCIETY REVIEWS (INJOSER)
Publisher : Adisam Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study is a quantitative study with an explanatory approach, namely an approach that uses previous research as the main reference which is then decorated and varied so that it is different from previous research. The data used in this study is quantitative data that researchers obtained from 350 Samsung Smartphone employees spread throughout Indonesia. The data was analyzed using the smart PLS 4.0 analysis tool. The result in this article show that the hypothesis used in this article, namely the variable Trust in Superiors, does not have a positive relationship direction and a significant influence because the P- Values are not below the significance level of 0.05, namely 0.52. This can be caused because not only Trust in Superiors can affect Employee Trust in the company such as Superior Behavior, Work Environment, and other things that can make Employees trust the company. In addition, the Work Engagement variable also cannot moderate the influence of the Trust in Superiors variable on the Employee Trust in the Company variable because the P-Values value is above the significance level of 0.05, namely 0.051. Thus, the first and second hypotheses in the study cannot be proven and accepted.
Transformasi Kepemimpinan dengan AI: Peluang dan Risiko bagi Dunia Kerja Masa Kini Fanny Ariza Afifa; Avanin Hanina Sukotjo; Ahmad Yusril Ghufron; Mochammad Isa Anshori
MASMAN Master Manajemen Vol. 4 No. 2 (2026): Mei: MASMAN : Master Manajemen
Publisher : Fakultas Ekonomi & Bisnis, Universitas Nusa Nipa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59603/masman.v4i2.1334

Abstract

The digital transformation driven by the acceleration of Artificial Intelligence (AI) has fundamentally transformed leadership paradigms and the structure of the modern workplace. This study aims to provide an in-depth analysis of the various strategic opportunities and systemic risks arising from the integration of AI into contemporary organizational leadership practices, where technology is no longer merely a tool but a collaborative partner in managerial processes. Using a Systematic Literature Review (SLR) method on 30 reputable scientific journals with publications spanning up to 2026, this article analyzes the transition of the leader’s role from a conventional hierarchical model toward the concept of Augmented Leadership. Data analysis results indicate that AI implementation offers significant opportunities through data-driven decision-making systems with high precision, intelligent resource allocation optimization, and enhanced leadership intervention effectiveness, which has been documented to reach up to 35%. However, this transformation also brings a series of complex multidimensional risks, including algorithmic biases that could trigger inequality cascades, ethical dilemmas related to operational transparency (black box), and the potential erosion of the meaning of work for employees. The discussion in this article emphasizes that the success of this transformation depends not only on technical expertise, but also on redefining leadership competencies to prioritize emotional intelligence and ethical governance frameworks such as the CARE Framework (Control, Awareness, Responsibility, and Evaluation).
Co-Authors Abdila Rea Citra Abdul Basith Mirahardikusuma Ach. Zaki Mubarok Achmad Faisal Al Farizy Ade Rizaldi Hidayatullah Adinda Eka Diani Prasetyowati Aditya Maulana Yusuf Aef Fikrial Barlean Afif Hammami Afninda Ainun Arvi Agustin Pratiwi Ahmad Azril Fikri Ahmad Azril fikri R ahmad dhani syahruddin Ahmad Dhani Syahrudin Ahmad Faisol Amir Ahmad Hasinul Adabi Ahmad Rifqi Dwi Putra Ahmad Yusril Ghufron Ahmad Zayroni Akhdan Assad Al Hakim ALFI MANZILATUR ROHMAH Alfin Amal Chasani Algitama Wandana Putera Alimatul Mukayah Alvina Dwi Suwandita Ananda Celosia Ananda Roro Wulandari Ananda Tri Wahyuni Ananta Fani Aprilia Anastasia Br Surbakti Anasul Muttaqin Angga Arief Sirajuddin Anidya Ilmi Febriyanti Anisa Nur Maulidiyah Ansari, Janwaroh Hasbi Antoni Ahmad Nufal Ardi Firmannsyah Aria Eka Agustina Abdullah Arikatul Jannah Arista Maulida Roziana Putri Ariva Chafshah Arofatus Sakdiah Arul Mu`is Arya Satya Pratama Aulia Rahmayanti Auliya Putri Avanin Hanina Sukotjo Ayunda Pradini Azziza Syifa Maharsi Bilqis Maharani Qodri Brilliant Jagad Satrio Cantika Sayu Ramadhani Chinta Aulia Puja Lista Kumala Cindi Septianza Cindy Safvitri Cintya Dwi Nur Kholifah Delia Septi Catur Farawati Devi Nor Holizhoh Dian Ayu Dwi Permata Agustine Dian Septiani Wibowo Dicki Bagus Chandra Dimas Ardi Nugraha Diva Ayu Syafitri Dwi Ambarwati Dyah Ayu Safitri Eka Beryl Safaat Eka Rachmawati Eny Machsusiyah Zin Erinba Setya Azara Faaizal Ari Wibowo Fadjar Maulana Fanny Ariza Afifa Farah Anindra Putri Farah Zhafira Mellyana Pratiwi Farid Al Farizi Fatihul Muhaimin Fatimatus Zahro FATIMATUS ZAHROH Fatrining Tyas Febri Dwi Prakoso Feri Sadili Fikri Dwi Novianto Filsa Soraya Firnanda Noeria Rizkiana Fithiyatul Husnah Fitria Agustina Fitria Anggun Tri Aulia Frida Venti Valentina Fyo Gebina Gadis Syarafina Putri Azwin Granit Agustina Halimatus Zahro Hanifah Nur Aqilah hasanah hasanah Helen Novita Sari Helmi Zulkarnain Herlyta Ryzki Lestari Hibah Yuliana Khamila Hikmatul Magfiroh Hikmatul Maula Hilda Riskiana Hilya Sania Rosada Hosnaidah Husnul Hotimah Ika Nurillah Ati Ilham Mukhamada Indra Kurniawan Intan Baiduri Intan Fajar Daratista Ismail Yahya Saputra Itaul Masarroh Iwanussoleh Iwanussoleh Izzatul Masruroh Jaka Arif Rahman Hidayat Jamilatul Hasanah Janwaroh Hasbi Ansori Jasmine Az Zahra Vaesya Jemadi Jessica Fernanda Audrelya Jofite Maulana Rohman Joni Kutu Kampilong Juhari Hasan Julia Wulandari Julika Pasaribu Kania Fitri Alyaa Nugraha Kasana Bintang Rajasa Khoirul Anwar Kholidya Farra Safitri Kudusiah Safriani Rumodar LAILATUL FITRIYAH Lailatul Magfiroh Laurentin Carolin Tiara Linda Hariyani Linda Purnamasari Lintang Praja Musti Luluk Mukarromah M Fahri Nursalim M. Budi Susanto M. Firdaus Tsani M. Taufiqurrohman M. Zainal Alim M.Prayoga Mahyadi Mahyadi Maila Faiza Hj Maimunah Maimunah Malika Risqi Maudina Alia Mega Diva Melinda Kusuma Putri Miftahul Rizqi Mochammad Assyava Aulia Firdaus Mochammd Rifki Afriansyah Moh Badwi Moh Choirus Samroni Moh. Ishaq Moh. Rizqy Moh. Sofiyanto Mohammad Abbas Sastrodiputro Mohammad Irfandi Iqbal Mohammad Sya’bani Rakhmatulloh Mufarrohah Mufarrohah Muhammad Adib Auladi Muhammad Alkirom Wildan Muhammad Arung Nazarudin Muhammad Chairil Arifin Muhammad Ferri Hardhiansyah Muhammad Risky Afandi Muhammad Rizki Adilla Fatah Musayaroh Musayaroh Musri’ah Musri’ah Nabila Dzata Dini Nabila Helmalia P Nabilah Maulidah Az-Zahroh Nabilatul Hasanah Nadia Nailussa’adah Aviva Najnatul Mismah Nanda Ochtafia Nasim Nasim Nasya Soraya Yusuf Nawfal Faiz Abyaz Nila Fitriana Nila Malikhah Nisa, Hoirun Nisrina Ainul Kamila Ariyanti Nizam Ulul Azmy Noor Qaria Rahmawaty Novelia Agustina Wandagu Novia Jamilati Nudzulul Faidz Nur Dina Kamilia NUR HASANAH Nur Lailatul Hidayah Nur Laili Rahmawati Nur Qoulan Tsakila Nur Rahmania Nuri Shafi Alya Nuril Fitria Nuril Shofiyah Nurita Andriani Nurul Ananda Nurul Fitria Nurul Septi Amelia Prata Vitha Maysha Rado Putri Ayu Andini Putri Meliana Santoso Putri Mukminah Izzatul Jannah Putri Zahara Rahayu Ningtyas Lestari Rahma Amelia Raissa Rachma Firjatul Finani Ramadhani Al-Furqon Rani Afkarina Rania Shabira Aryani Rendy Supriyanto Reynald Fakhrul Fakhriza Zulfi Rieneke Ryke Kalalo Rieneke Ryke Kalalo Rifdatul Maulidah Rina Marliana Ririn Ariyanti S Risalatul Ummah Riskyta Aqliyatul Amalia Risma Indriyani Ristin Dea Ananda Gesta Rizkyna Qur`aini Robiatul Awaliyah Rohmatul Putri Choiroh Rosita Pratiwi Junaidi Rukmiadim, Dwi Masitoh Safrizal, Helmi Buyung Aulia Safvitri, Cindy Saidati Nor Wildana Salsabilah Al Fitri Sanida Nisa Farasi Saqif Haidarravy Saskia Husnun Nisa Savina Nur Lailiyah Sekar Aulia Inaya sephianabayhaqi Septiana Devita Nurfadela Sevila Nurul Khusaini Shela Irvara Wulandari Shifa Dwi Faluvi Shintia Hijjah Nurhaliza Shiva Azizul Ilmi Sinal Sinal Sindi Putri Habibah Sintiya Tsalisa Agustina Siti Aisyah Siti Anisah Siti In Meida Yasmin Siti Nur Eliza Rahmawati Siti Rahmadani Siti Sahro Suci Maela Sari Surya Andhika Putra Sutri Anisa Taryana Taryana, Taryana Thijanul Aroby Tria Nurul Arofah Triana Olivia Tahol Tuffahul Humairoh Ulfa Afrianti Ulfa Aulia Umroatus Soleha Vania Pijasari Vicky Alfiyan Vicky Febriansyah Vina Rohmatul Ummah Vita Fatmawati Wahdatul Laili Wanti Mustika Rini Wasiatur Rizqiyyah Widya Permata Sari Wijono Wilda Al aluf Wildan Fuady Winda Oktavia Ramadhina Winda Sri Rahayu Wirantono Adiputra Yessica Pauline Riani Purba Yoga Prastiyo Zam Akhsanu Zahro Zulfikar Akbar