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All Journal Jurnal Pendidikan Akuntansi (JPAK) Jurnal Riset Akuntansi dan Bisnis Jurnal Minds: Manajemen Ide dan Inspirasi JBTI : Jurnal Bisnis : Teori dan Implementasi Measurement : Jurnal Akuntansi DERIVATIF Jurnal Manajemen Pelayanan Publik AKRUAL: Jurnal Akuntansi Jurnal Manajemen Indonesia Jurnal Ilmiah Universitas Batanghari Jambi IJBE (Integrated Journal of Business and Economics) Journal of Economic, Bussines and Accounting (COSTING) Maneggio: Jurnal Ilmiah Magister Manajemen Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan International Journal of Social Science and Business Jurnal Bisnis dan Akuntansi Jurnal Ilmiah Akuntansi dan Finansial Indonesia Jurnal Investasi JURNAL AKUNTANSI KEUANGAN DAN MANAJEMEN Jurnal Ilmiah Manajemen Kesatuan Zona Manajemen: Program Studi Magister Sains Manajemen Universitas Batam Inobis: Jurnal Inovasi Bisnis dan Manajemen Indonesia International Journal of Environmental, Sustainability, and Social Science Yumary: Jurnal Pengabdian kepada Masyarakat Bahtera Inovasi IICS Studi Ilmu Manajemen dan Organisasi International Journal of Educational Review, Law And Social Sciences (IJERLAS) Jurnal Ekonomi Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Jurnal Akuntansi AKUNESA Journal of Governance and Accountability Studies Reviu Akuntansi, Manajemen, dan Bisnis PENANOMICS: INTERNATIONAL JOURNAL OF ECONOMICS Journal of Comprehensive Science International Review of Practical Innovation, Technology and Green Energy (IRPITAGE) Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Zona Manajerial: Program Studi Manajemen (S1) Universitas Batam International Journal of Economics and Management Research Jurnal Pengabdian Ibnu Sina Business and Investment Review International Journal of Management Research and Economics Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Jurnal Pendekar Nusantara International Journal of Industrial Engineering, Technology & Operations Management International Journal of Economics, Commerce, and Management International Journal of Economics and Management Sciences Digital Innovation : International Journal Of Management Epaper Bisnis: International Journal Entrepreneurship and Management Jurnal Bisnis dan Pemasaran Digital Management Dynamics: International Journal of Management and Digital Sciences Journal of Multidisciplinary Academic Business Studies International Journal of Economics and Management Research Studi Akuntansi dan Bisnis Indonesia Review of Multidisciplinary Academic and Practice Studies Riset Akuntansi dan Bisnis Indonesia Journal of Accounting Research, Utility Finance and Digital Assets (JARUDA)
Bambang Satriawan
Batam University , Kepulauan Riau, Indonesia
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THE INFLUENCE OF COMPETENCE, KNOWLEDGE, AND INCENTIVES ON THE PERFORMANCE OF POSYANDU CADRES IN THE BATU 10 PUBLIC HEALTH CENTER AREA THROUGH INTRINSIC MOTIVATION AS AN INTERVENING VARIABLE Kemistia Eva; Bambang Satriawan; Ana Faizah
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 5 No. 5 (2025): October
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v5i5.3970

Abstract

Batu 10, one of the community health centers in Tanjungpinang City, currently has 135 cadres. Despite its large work scope, the number of Posyandu cadres is insufficient to meet the community's health service needs. Some cadres also serve as elderly health cadres, requiring them to handle more than one service desk. This results in an excessive workload and reduces the quality of service provided. This study used a quantitative method with a descriptive quantitative approach. The conclusion of this study is that competence, knowledge, and incentives significantly influence intrinsic motivation. Competence, incentives, intrinsic motivation, and competence also significantly influence performance, but knowledge does not. Intrinsic motivation cannot mediate the influence of competence, knowledge, or incentives on performance.
JOB PLACEMENT, TRANSFORMATIONAL LEADERSHIP, AND ORGANIZATIONAL CULTURE ON JOB SATISFACTION OF MILLENNIAL EMPLOYEES AT THE UNIVERSITY OF GRIYA PERSADA MEDIATED THROUGH WORK MOTIVATION AS AN INTERVENING VARIABLE Naseha Elkrima; Bambang Satriawan; Nurhatisyah
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 5 No. 5 (2025): October
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v5i5.3971

Abstract

The shift in human resource management (HRM) paradigms and organizational strategies has become increasingly important in the era of globalization, especially with the growing dominance of the millennial generation in the workforce. One of the main challenges faced by organizations today is the gap between the expectations and realities experienced by millennial employees in the workplace, particularly regarding fairness, communication, and opportunities for personal development. This study aims to examine the influence of job placement, transformational leadership, and organizational culture on job satisfaction among millennial employees at Universitas Griya Persada, with work motivation serving as a mediating variable. This research adopts a quantitative approach by distributing online questionnaires to non-academic millennial employees. The data were analyzed using Structural Equation Modeling (SEM). The results show that transformational leadership and organizational culture have a positive and significant direct influence on job satisfaction. Meanwhile, job placement does not have a significant direct effect but shows a significant indirect influence through work motivation. Furthermore, work motivation itself was found to have a positive and significant impact on job satisfaction and mediates the relationship between the independent variables and job satisfaction. These findings highlight the importance of applying an inspirational leadership style, fostering an inclusive organizational culture, and ensuring proper job placement that aligns with employees’ competencies and aspirations to enhance job satisfaction among millennials. This study offers practical insights for developing HRM strategies that are aligned with the values and characteristics of the millennial generation, particularly within the context of higher education institutions.
THE INFLUENCE OF DISCIPLINE, ABILITY, AND COMPENSATION ON EMPLOYEE PERFORMANCE AT THE CULTURAL OFFICE OF THE RIAU ISLANDS PROVINCE Atik, Atik; Khaddafi, Muammar; Satriawan, Bambang; Indrayani, Indrayani
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 2 (2022): April
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i2.178

Abstract

Reliable and quality human resuorces play a major role in the prosess of improving performance with one example that is applied to improving work productivity. Performance is influenced by various factors, both related to the workforce it self and other factors such as education, skills, discipline, attitudes and work ethics, motivation, nutrition and health, level of income, social security, environment and work climate, job opportunities, and achievement opportunities. In this study to prove the effect of discipline, ability and compensatioan on the performance of the employees of the Riau Islands Province Cultural service. The populations in this study were employees of the Riau Islands Provincial Culture Office in Tanjungpinang, with a total sample of 72 people.
THE INFLUENCE OF LEADERSHIP STYLE, WORK ETHIC, ORGANIZATIONAL CULTURE AND JOB SATISFACTION ON THE PERFORMANCE OF EMPLOYEES PT. LAMAN MINING Friska Sihombing, Elisabet; Satriawan, Bambang; Indrayani, Indrayani; Khaddafi, Muammar; Ngaliman, Ngaliman
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 2 (2022): April
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i2.179

Abstract

The purpose of this research is to find out the influence of Leadership Style, Work Ethic, Organizational Culture and Job Satisfaction on Employee Performance of PT. Laman Mining. The subject of this study was an employee of PT. Laman mining of the sample to be taken is determined by the Slovin formula. The number of Employees of Laman Mining is 50 people. By using slovin formula with a margin of error of 5% obtained results with a presentation rate of 95%. The data was obtained by questionnaire system using likert scale. The results of this study show that leadership style, work ethic, organizational culture and job satisfaction have a positive effect on the performance of employees PT. Laman Mining. (4) The direct influence of Leadership Style (X1) on Employee Performance (Y) has a parameter coefficient of -0.165 (negative), so there is a negative influence where the more Authoritarian The Leadership Style (X1) the lower the Employee Performance (Y) and the Value P Award (X1)) on Employee Performance (Y) is -0.196> 0.05 so that it can be said that the influence of Awards on Employee Performance is insignificant. (4) The magnitude of the influence of Leadership Style (X1), Work Ethic (X2), Organizational Culture (X3) and Job Satisfaction (X4) on Employee Performance (Y) is determined by r² value, r² value on job satisfaction (Y) is 0.984 which means the influence of Leadership Style (X1)), Work Ethic (X2), Organizational Culture (X3) and Job Satisfaction (X4) on Employee Performance (Y) is 98.4%. then there is a negative influence where the more Authoritarian Leadership Style (X1) the lower the Employee Performance (Y) and P value Reward (X1) on Employee Performance (Y) is -0.196 > 0.05 so that it can be stated that the influence of Awards on Employee Performance is insignificant (4) The magnitude of the influence of Leadership Style (X1), Work Ethic (X2, Organizational Culture (X3) and Job Satisfaction (X4) on Employee Performance (Y) is determined by r² value, r² value to job satisfaction (Y) is 0.984 which means the influence of Work Motivation (X1)), Work Ethic (X2), Organizational Culture (X3)and Job Satisfaction (X4) on Employee Performance (Y) is 98.4%.
THE INFLUENCE OF DISCIPLINE, ABILITY, AND COMPENSATION ON EMPLOYEE PERFORMANCE AT THE CULTURAL OFFICE OF THE RIAU ISLANDS PROVINCE Atik, Atik; Khaddafi, Muammar; Satriawan, Bambang; Indrayani, Indrayani
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 3 (2022): June
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i3.257

Abstract

Reliable and quality human resuorces play a major role in the prosess of improving performance with one example that is applied to improving work productivity. Performance is influenced by various factors, both related to the workforce it self and other factors such as education, skills, discipline, attitudes and work ethics, motivation, nutrition and health, level of income, social security, environment and work climate, job opportunities, and achievement opportunities. In this study to prove the effect of discipline, ability and compensatioan on the performance of the employees of the Riau Islands Province Cultural service. The populations in this study were employees of the Riau Islands Provincial Culture Office in Tanjungpinang, with a total sample of 72 people.
THE INFLUENCE OF LEADERSHIP STYLE, WORK ETHIC, ORGANIZATIONAL CULTURE AND JOB SATISFACTION ON THE PERFORMANCE OF EMPLOYEES PT. LAMAN MINING Friska Sihombing, Elisabet; Satriawan, Bambang; Indrayani, Indrayani; Khaddafi, Muammar; Ngaliman, Ngaliman
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 3 (2022): June
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i3.258

Abstract

The purpose of this research is to find out the influence of Leadership Style, Work Ethic, Organizational Culture and Job Satisfaction on Employee Performance of PT. Laman Mining. The subject of this study was an employee of PT. Laman mining of the sample to be taken is determined by the Slovin formula. The number of Employees of Laman Mining is 50 people. By using slovin formula with a margin of error of 5% obtained results with a presentation rate of 95%. The data was obtained by questionnaire system using likert scale. The results of this study show that leadership style, work ethic, organizational culture and job satisfaction have a positive effect on the performance of employees PT. Laman Mining. (4) The direct influence of Leadership Style (X1) on Employee Performance (Y) has a parameter coefficient of -0.165 (negative), so there is a negative influence where the more Authoritarian The Leadership Style (X1) the lower the Employee Performance (Y) and the Value P Award (X1)) on Employee Performance (Y) is -0.196> 0.05 so that it can be said that the influence of Awards on Employee Performance is insignificant. (4) The magnitude of the influence of Leadership Style (X1), Work Ethic (X2), Organizational Culture (X3) and Job Satisfaction (X4) on Employee Performance (Y) is determined by r² value, r² value on job satisfaction (Y) is 0.984 which means the influence of Leadership Style (X1)), Work Ethic (X2), Organizational Culture (X3) and Job Satisfaction (X4) on Employee Performance (Y) is 98.4%. then there is a negative influence where the more Authoritarian Leadership Style (X1) the lower the Employee Performance (Y) and P value Reward (X1) on Employee Performance (Y) is -0.196 > 0.05 so that it can be stated that the influence of Awards on Employee Performance is insignificant (4) The magnitude of the influence of Leadership Style (X1), Work Ethic (X2, Organizational Culture (X3) and Job Satisfaction (X4) on Employee Performance (Y) is determined by r² value, r² value to job satisfaction (Y) is 0.984 which means the influence of Work Motivation (X1)), Work Ethic (X2), Organizational Culture (X3)and Job Satisfaction (X4) on Employee Performance (Y) is 98.4%.
THE INFLUENCE OF LEADERSHIP STYLE, AND MOTIVATION WORK ENVIRONMENT ON EMPLOYEE WORK ACHIEVEMENT ENGKU HAJI DAUD HOSPITAL PROVINCE OF RIAU ISLANDS Hariansyah, Herry; Indrayani, Indrayani; Satriawan, Bambang; Ngaliman, Ngaliman; Wibisono, Chablullah
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 3 (2022): June
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i3.262

Abstract

This research was conducted to determine the effect of leadership style, motivation, and work environment on employee work performance at Engku Haji Daud Hospital, Riau Islands Province. The sample in this study were 20 employees. The data collection technique used in this study was a questionnaire. The results showed that: 1) There is a positive effect of style Leadership on Employee Work Performance, There is a positive influence and motivation on Employee Work Performance and there is a positive influence on the Work Environment on Employee Work Performance.
THE PROSPECT OF SUSTAINABLE SLUM SETTLEMENT MANAGEMENT IN KAMPUNG BUGIS VILLAGE, TANJUNG PINANG CITY Aribowo, Kuncoro; Indrayani, Indrayani; Satriawan, Bambang; Khaddafi, Muammar; Wibisono, Chablullah
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 3 (2022): June
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i3.266

Abstract

Handling slum settlements is an issue that continues to be of concern to date as an effort to create a City Without Slums in 2020 and cities and human settlements that are incl usive, safe, resilient and sustainable by 2030 in accordance with the 11th SDG target. Many slum management programs in Indonesia have been implemented but they tend to pay less attention to sustainable aspects. One of the programs carried out by the Government of Indonesia in dealing with slums is the City Without Slum Program (Kotaku). This program is based on community empowerment and is implemented in 20 districts / cities in Indonesia, one of which is in the City of Tanjungpinang, namely Kampung Bugis Village, which is one of the pilot projects for the City Without Slum (Kotaku) Program in 2019.
THE EFFECT OF TRAINING EDUCATION, CAREER DEVELOPMENT, WORK FACILITIES ON JOB SATISFACTION WITH ORGANIZATIONAL COMMITMENT AS INTERVENING VARIABLES AT PT MITRA ENERGI BATAM M Rajagukguk, Juanroy; Wibisono, Chablullah; Satriawan, Bambang; Gita Indrawan, M.; Khaddafi, Muammar
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 5 (2022): October
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i5.424

Abstract

This study aims to analyzethe effect of education, training, career development, work facilities on job satisfaction with organizational commitment as an intervening variable at PT Mitra Energi Batam. The research method uses a quantitative approach with a causal design. The population of this research is all employees at PT Mitra Energi Batam with a total of 104 people. The sampling technique is total sampling so that the 104 members of the population are used as research samples. Data collection techniques using questionnaires and documentation. Data analysis using SEM analysis with PLS. The direct effect of the variable X3 Work Facilities on the variable Y Job Satisfaction has a path coefficient of 3.789 (positive), then the increase in the value of the variable X3 Work Facilities will be followed by an increase in the variable Y Job Satisfaction. (6) The direct effect of the variable X3 Work Facilities on the variable Z Organizational Commitment has a path coefficient of 2.416 (positive), then the increase in the value of the variable X3 Work Facilities will be followed by an increase in the variable Z of Organizational Commitment. (7) The direct effect of the variable Z Organizational Commitment on the Y variable Job Satisfaction has a path coefficient of 2.279 (positive), then the increase in the value of the Z variable Organizational Commitment will be followed by an increase in the Y variable Job Satisfaction. (8). The indirect effect of X1 Education and Training on the Y variable Job Satisfaction with Z Organizational Commitment as the intervening variable has a path coefficient of 1.850 (positive). (9) The indirect effect of X2 Career Development on the Y variable Job Satisfaction with Z Organizational Commitment as the intervening variable has a path coefficient of 2.147 (positive). (10) The indirect effect of X3 Work Facilities on the Y variable Job Satisfaction with Z Organizational Commitment as the intervening variable has a path coefficient of 1.511 (positive).
THE EFFECT OF UNDERSTANDING TAX REGULATIONS, UNDERSTANDING TAX ACCOUNTING, AND APPLICATION OF MODERN TAX ADMINISTRATION SYSTEM ON TAXPAYER COMPLIANCE WITH PERSONAL PERSONS WITH TAXATION SANCTIONS AS MODERATING VARIABLES: SURVEY ON INDIVIDUAL TAXPAYERS REGISTERED AT KPP PRATAMA BATAM SELATAN Afdal, Afdal; Satriawan, Bambang; Robin, Robin; Irfan, Irfan; Khaddafi, Muammar
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 5 (2022): October
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i5.456

Abstract

Taxpayer compliance is a condition where the taxpayer fulfills all tax obligations and exercises tax rights. The purpose of this study is to determine whether there is an effect of understanding tax regulations, understanding tax accounting, and the application of a modern tax administration system on individual taxpayer compliance with tax sanctions as a moderating variable at the South Batam Primary Tax Office. The population in this study amounted to 67,957 individual taxpayers who are required to report taxes. The sampling technique used is simple random sampling and convenience sampling with the sample using the Slovin formula so that the research sample is 100 individual taxpayers. Methods of data collection using a questionnaire. Data were analyzed using Partial Least Square (PLS) with model analysis, namely the measurement model or the outer model and the structural model or the inner model. The results showed that the understanding of tax regulations had a significant positive effect on taxpayer compliance. The path coefficient was 0.208 and the P-Values value was 0.018 <0.05. Understanding tax accounting has a significant positive effect on taxpayer compliance, the path coefficient is 0.624 and the P-Values is 0.000 <0.05. The application of a modern tax administration system has a significant positive effect on taxpayer compliance with a path coefficient of 0.357 and a P-value of 0.000 <0.05. Tax sanctions have a significant negative effect on taxpayer compliance with a path coefficient of -0. 299 and the P-Values value is 0.000 < 0.05. Tax sanctions moderate the relationship between understanding tax regulations and taxpayer compliance. Tax sanctions moderate the relationship between understanding tax accounting and taxpayer compliance. Tax sanctions do not moderate the relationship between the application of the tax administration system to taxpayer compliance.
Co-Authors Abdul Fatah Hassanudin Abdurr Rohmat Ade Rahmah Ade Tryana Putri Adha Putra, Rizki Adi Budiarso Adi Saputra Adinda Purnama Sari Ady Hermawan Ady Hermawan Afdal Afdal, Afdal Afdalisma Afdalisma Afrinanda Afriza, Sari Afrizal Afrizal Alamsyah, Muhammad Isa Ali Sarpudin Amir, Jihan Ana Fahizah Ana Faizah Ananda, Defi Andhi Kusuma Andre Resta Andykhatria, Andykhatria Angelina E Rumengan Angelina E. Rumengan Ardi Wiranata Hutasoit Aribowo, Kuncoro Armen Astri Dhanarizki Astriana, Dona Astuti, Sumi Atik, Atik Azizul Kholis Azman Azman Azwandi Azwandi Azwandi Balqis Balqis Basri Basri Basri Basri Benni Sumarman Bernath Pardede, Rio Cablullah Wibisono Cablullah Wibisono Catra Yasa, I Wayan Catrayasa, I Wayan Chablullah Wibisono Chablullah Wibisono Chablullah Wibisono Chablullah WIBISONO Chablullah Wibisono Chablullah WIBISONO Chablullah wibisono Chablullahwibisono, Chablullahwibisono Chabullah Wibisono Chabullah Wibisono Dahlan Gunawan Daniel Daniel Davis Aryadi Deddy Surachmad Desi Asmanianti Dewa Brata Dewi, Nolla Puspita Dianalfianti, Zurfiera Donny Firmansyah Dwi Kartika Sari Eddy Riyanto Oemar Husein Edi Indera Eko Prihananto Elkarima, Naseha Elly Rumengan Ely Kurniawati Endra Teja Kesuma Endra Teja Kesuma Engelin Manopo, Maya Erick Santana Erik Mario Sihotang Erisusanto, Roy Etty Sri Wahyuni Euriver Zega Fachrudin Fachrudin Fachrudin Fatahurrazak Fazrial Kenedy Firaldi, Yukiko Firmansyah, Donny Friadi, John Friska Sihombing, Elisabet Ganar Septyadi Giantoro Rudiman Gita Indrawan, M. Habibie, Mohammad Arief El Handoko Gotama, William Harahap, Morina Hariansyah, Herry Harifda Hedjri Samuel Putra Lubis Hendra Aris Hendriyan Saputra Herbert Manurung Herlambang, Guntur Hidayati Eka Putri, Fanny Hijliansyah Marbun Hilda Yani Hizam, Nurul Hutasoit, Ardi Wiranata I Wayan Catra Yasa I Wayan CATRAYASA I Wayan Catrayasa I Wayan Catrayasa Imam Setiawan Indrawan, M.Gita Indrawan, Mohamad Gita Indrawan, Mohammad Gita Indrayani INDRAYANI INDRAYANI Indrayani Indrayani Indrayani Indrayani Indriyani Indriyani Indriyani Intan Juniarti Intan Rahmadian Inten Gemi Nestiti Ira Wardeni Isdawati Isramilda, Isramilda Iswarijaya Jemmy Rumengan Jemmy Rumengan Jemmy Rumengan Jemmy Rumengan Jerry Setiawan, Ikram John Friadi John Friadi Jorgis Butarbutar Julianti, Merline Kemistia Eva Kenedi, Jon Khaddafi, Muamar Khamisya Akmad, Naena Lebrata, Lebrata Lili Hendrayani Lilis Susanti Lubis , Erni Lumanto, Lumanto M Rajagukguk, Juanroy M. Sigid Safarudin Maiza Tri Handayani MARDIANTO, Asnan Maryanti Maryanti Maulana, Ervindo Mawarni Mawarni Mercy Reyne Marlina Tirayoh MMSI Irfan ,S. Kom MOHAMAD DJASULI Mohammad Gita Indrawan Mohammad Gita Indrawan Mohd. Gita Indrawan Muamar Khadafi, Muamar Muamar Khaddafi Muammar Gaddafi Muammar Khaddafi Muammar Khaddafi Muhammad Fais Fahmi Muhammad Fajar Erdiawan Muhammad Febrian Ramadhan Muhammad Gita Indrawan Muhammad Isa Alamsyah Muhammad Tabrani Muhammad Tabrani, Muhammad Mukhry, Basrawi Muliyanto Muliyanto Muliyanto, Muliyanto Naseha Elkrima Ngaliman NGALIMAN Ngaliman Ngaliman Ngaliman, Ngaliman Nola Puspita Dewi Nolla Puspita Dewi Nolla Puspita Dewi Nolla Puspita Dewi Dewi Novia Riani Nurhatisyah Nurhatisyah Nurhatisyah Nurhatisyah Nurhatisyah Nurhatisyah Nurhatisyah nurhatisyah Nurhatisyah nurhatisyah Nurjaman Octavia, Resti Oktana, Enda Pakpahan, Putri Elisabeth Paradila Putri, Inggerit Pawar, Avinash PUJI LESTARI R.A Widyanti Diah Lestari R.A. Widyanti Diah Lestari Rahma Raja Rafiza Ramli Rangkuti, M. Faizal Raymond Raymond Respationo, Soerya Reza Chandra Riduan SIHITE Rieke Resty Afriany, Raden Rinah, Rinah Risa, Fitria Rizki Hidayat Robin Robin Robin Robin, Robin Rohmat, Abdurr Roy Erisusanto Rucyana Rudi Rudi Rudi Rudi Rumapea, Anggi Rumengan, Angelina Eleonora Rusdin Haluddin Rusli Rusmilee Rusmilee Sajiyo Sajiyo Sajiyo Sanuri, Ranti Sari, Dwi Kartika Sarmini Sarmini Sarmini Setiawan, Imam Sianturi, Sahat Parlindungan Silaban, Amon Simanjuntak, Luciana Kartini Siregar, Haposan Siti Bakdiah Soepriono, Bambang Sri Rahayu Sri Wahyuni Sri y Sri Yanti Sri Yanti Sri Yanti Sri Yanti Sri Yanti Sukardi , Sukardi Sumantri Sumantri Sumiyati Sumiyati SUMIYATI SUMIYATI SUPRIYONO Suyanto, Elvira Syahrianis Syahrianis Syarifah Fatimah Syarifah Zairina Syukur, Ihram Bani Ulfa Uli Bastanta S, Citra Wahyu Wahyudin Wahyu, Purnomo Waruwu, Merniwati Wibisono Wibisono, Cablullah Wilia Octadina Windayati, Diana Titik Wisbisono, Chablullah Yantri, One Yasa, I Wayan Catra Yeni Ardianti Yuanna Hanova Ayu Yukiko Firaldi Yuliansyah Yuliansyah Yuliansyah Yuliansyah Yulizartika, Yulizartika Yuslinda, Yuslinda Zairina, Syarifah Zulkifli Eko Purwanto