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Bambang Satriawan

Batam University , Kepulauan Riau, Indonesia

Author-ID : 2039573

Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Physics Social Sciences Transportation Other

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THE EFFECT OF RETURN ON ASSETS, INVENTORY TURNOVER AND DEBT TO EQUITY RATIO ON STOCK PRICES WITH EARNINGS PER SHAREAS MODERATING VARIABLES IN COMPANIES TECHNOLOGIES LISTED ON THE INDONESIA STOCK EXCHANGE Herlambang, Guntur; Satriawan, Bambang; Robin, Robin; Wibisono, Chablullah; Khaddafi, Muammar
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 6 (2022): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i6.464

This study aims to examine the effect of Return on Assets, Inventory Turnover, Debt to Equity Ratio, on stock prices with Earning Per Share as a moderating variable in technology sector companies listed on the Indonesia Stock Exchange for the period 2017-2021. This study uses secondary data. This study uses a purposive sampling technique with a sample of 8. The data analysis technique used is moderated regression analysis (MRA) with the help of Eviews 10 software. Based on the test results, it is known that the ROA variable has a negative and insignificant effect on stock prices, with the significance value is 0.953 where the ROA significance value is greater than 0.05, thus the first hypothesis (H1) is not accepted. The next result is that ITO has a negative and insignificant effect on stock prices, with a significance value of 0.542 where the ITO significance value is greater than 0.05, thus the second hypothesis (H2) is not accepted. Then DER has a negative and insignificant effect on stock prices, with a significance value of 0.522 where the significance value of DER is greater than 0.05, thus the third hypothesis (H3) is not accepted. Furthermore, EPS has a positive and significant effect on stock prices, with a significance value of 0.000 where the EPS significance value is less than 0.05, thus the fourth hypothesis (H4) is accepted. The probability value of EPS moderation on ROA is 0.000 where the value is less than 0.05. This means that EPS moderates the effect of ROA on stock prices, this means (H5) is accepted, the probability value of EPS moderation against ITO is 0.001 where the value is less than 0.05. This means that EPS moderates the effect of ITO on stock prices, this means that (H6) is accepted. The probability value of EPS moderation on DER is 0.014 where the value is smaller than 0.05. This means that EPS moderates the effect of DER on stock prices. This means that (H7) is accepted.

THE INFLUENCE OF WORK FACILITIES, JOB PLACEMENT, AND WORK PRESSURE ON PERFORMANCE THROUGH WORK MOTIVATION AS AN INTERVENING VARIABLE IN THE WORK UNIT OF SPECIAL ANTI-TERROR DETACHMENT 88 AT POLRI MABES Maulana, Ervindo; Satriawan, Bambang; Khaddafi, Muammar; Titik Windayati, Diana; Fatahurrazak, Fatahurrazak
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 6 (2022): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i6.475

Every organization is often faced with problems regarding the performance of its personnel. Every leader in a work unit will always try to ensure that every activity carried out achieves maximum results and is carried out effectively and efficiently. In order to achieve the desired level of effectiveness and efficiency, the work unit must have a good work system or have good performance. Therefore, the performance of personnel is very dependent on the good or bad performance of the organization. Where the performance of an organization depends on the performance of its personnel which is the motor for the running of the work unit. The purpose of this study was to analyze the influence of work facilities, work placements, and work pressure on performance through work motivation as an intervening variable in the Special Detachment 88 Anti-Terror Unit of the National Police at the National Police Headquarters with a total of 350 personnel. Sampling in this study amounted to 188 samples. In this study, the sampling technique used was proportional sampling using the Slovin formula. The research method uses an associative method with a quantitative approach with analysis of Partial Least Square (PLS) analysis techniques with the SmartPLS Version 4.0 program. The results of this study state that the work facility variable has a positive and significant effect on performance. The work placement variable has a positive and insignificant effect on performance. The work pressure variable has a positive and significant effect on performance. Work motivation variable has a positive and significant effect on performance. The work facility variable has a positive and significant effect on work motivation. The work placement variable has a positive and significant effect on work motivation. The work pressure variable has a positive and insignificant effect on work motivation. Work motivation variable is able to mediate the effect of work facilities on performance. The work motivation variable is able to mediate the effect of work placement on performance. The work motivation variable has not been able to mediate the effect of work pressure on performance. The work pressure variable has a positive and insignificant effect on work motivation. Work motivation variable is able to mediate the effect of work facilities on performance. The work motivation variable is able to mediate the effect of work placement on performance. The work motivation variable has not been able to mediate the effect of work pressure on performance. The work pressure variable has a positive and insignificant effect on work motivation. Work motivation variable is able to mediate the effect of work facilities on performance. The work motivation variable is able to mediate the effect of work placement on performance. The work motivation variable has not been able to mediate the effect of work pressure on performance.

THE INFLUENCE OF LEADERSHIP STYLE, WORK ENVIRONMENT AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE WITH WORK MOTIVATION AS AN INTERVENING VARIABLE AT THE SECRETARIAT OF DPRD RIAU ISLANDS PROVINCE Aribowo, Kuncoro; Satriawan, Bambang; Gita Indrawan, Mohamad; Kusuma, Andhi
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 6 (2022): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i6.476

The purpose of this study was to determine and analyze the effect of leadership style, work environment, work discipline on employee performance with work motivation as an intervening variable. The method used in this study is object observation, data collection using a questionnaire and distributed to 74 respondents. Statistical data analysis used SEM-PLS (Structural Equation Modeling-Partial Least Square) and used paths to examine patterns of relationships that reveal the influence of variables on other variables, both direct and indirect effects assisted by Smart PLS Ver 3.0 software. The results of the research in this study show that leadership style has a direct positive and significant effect on employee performance with a p-value of 0.024 <0.05,

THE INFLUENCE OF SELF EFFICACY, JOB INSECURITY, AND JOB DEVELOPMENT ON JOB SATISFACTION THROUGH JOB MOTIVATION AS AN INTERVENING VARIABLE AT PT. BEAUTIFUL FASHION SWAKARYA, TANJUNGPINANG CITY Hidayati Eka Putri, Fanny; Satriawan, Bambang; Indrawan, M.Gita; Titik Windayati, Diana; Fatahurrazak, Fatahurrazak
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 6 (2022): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i6.477

A person's efficacy determines how much effort is expended and how the individual survives in the face of obstacles. The stronger the perception of self-efficacy, the more active and diligent the efforts. When faced with difficulties, the individual has great doubts about his ability to reduce his efforts or give up altogether. The purpose of this study was to analyze the effect of self-efficacy, job insecurity, and job development on job satisfaction through job motivation at PT. Tanjungpinang Beautiful Fashion Swakarya totaling 132 people. The sample used in this study is the entire population of 132 employees of PT. Beautiful DIY Clothing Tanjungpinang. In this study, the sampling technique used was nonprobability sampling with the technique taken, namely saturated sampling (census). The research method uses an associative method with a quantitative approach with analysis of Partial Least Square (PLS) analysis techniques with the SmartPLS Version 4.0 program. The results of this study state that the variable self-efficacy has a positive and significant effect on job satisfaction. The job insecurity variable has a positive and significant effect on job satisfaction. The job development variable has a positive and significant effect on job satisfaction. The job motivation variable has a positive and significant effect on job satisfaction. The self-efficacy variable has a positive and significant effect on job motivation. The job insecurity variable has a positive and significant effect on job motivation. The job development variable has a positive and insignificant effect on job motivation. The job motivation variable is able to mediate the effect of self-efficacy on job satisfaction. The job motivation variable has not been able to mediate the effect of job insecurity on job satisfaction. The job motivation variable has not been able to mediate the effect of job development on job satisfaction.

EFFECT OF COMPETENCE, WORK ENVIRONMENT AND CAREER DEVELOPMENT EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AT PT. SGI GRAHA PROPERTAMA BATAM CITY Friska Sihombing, Elisabet; Sumiyati, Sumiyati; Satriawan, Bambang; Catrayasa, I Wayan
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 6 (2022): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i6.482

This research was conducted with the aim of analyzing how the direct and indirect influences of competence, work environment, career development variables on employee performance are mediated by employee job satisfaction. As for the sample of this research are employees of PT. SGI Graha Propertama in Batam City. Questionnaires were distributed to 119 respondents using the Non-Probability Sampling technique. To analyze the research data using multiple regression analysis techniques using SmartPLS Software. Based on the results of the study it can be concluded that the variable, job satisfaction has no significant effect on performance at a significance level of > 0.05. While competence, work environment and career development have a direct and significant effect on performance with alpha <0.05. The results of the study show that competence has no significant effect on job satisfaction with a significance > 0.05. While career development variables, work environment have a significant direct effect on job satisfaction with a significance level <0.05. The results of the indirect effect show that the competency variable on employee performance through work motivation is not significant > 0.05. The indirect effect of work environment and career development variables on employee performance through work motivation is significant <0.05. The coefficient of determination R Square competence, work environment, career development and job satisfaction on employee performance is 64.1% and competence, work environment, career development on job satisfaction is 71.5% competency has no significant effect on job satisfaction with a significance > 0.05. While career development variables, work environment have a significant direct effect on job satisfaction with a significance level <0.05. The results of the indirect effect show that the competency variable on employee performance through work motivation is not significant > 0.05. The indirect effect of work environment and career development variables on employee performance through work motivation is significant <0.05. The coefficient of determination R Square competence, work environment, career development and job satisfaction on employee performance is 64.1% and competence, work environment, career development on job satisfaction is 71.5% competency has no significant effect on job satisfaction with a significance > 0.05. While career development variables, work environment have a significant direct effect on job satisfaction with a significance level <0.05. The results of the indirect effect show that the competency variable on employee performance through work motivation is not significant > 0.05. The indirect effect of work environment and career development variables on employee performance through work motivation is significant <0.05. The coefficient of determination R Square competence, work environment, career development and job satisfaction on employee performance is 64.1% and competence, work environment, career development on job satisfaction is 71.5% work environment has a significant direct effect on job satisfaction with a significance level <0.05.

THE INFLUENCE OF COMPETENCE WORK EXPERIENCE AND INFORMATION TECHNOLOGY UTILIZATION ON EMPLOYEE PERFORMANCE THROUGH WORK ETHICS OF EMPLOYEES OF FINANCIAL AND ASSET MANAGEMENT AGENCY IN KARIMUN REGENCY Rieke Resty Afriany, Raden; Wibisono, Chablullah; Satriawan, Bambang; Khaddafi, Muammar
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 2 No. 6 (2022): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v2i6.483

Every organization must be able to display excellent performance in various fields, especially those related to its stakeholders. The current increasingly complex environmental situation requires an organization to be able to satisfy the interests of various stakeholders. In this case, in addition to meeting the needs of its customers, the organization must also think about the interests of other parties such as shareholders, communities, governments, NGOs, financial institutions, educational institutions and so on, including the interests of its own employees. The purpose of this study was to analyze the effect of work experience, work competence, and the use of information technology on performance through work ethic as an intervening variable in all ASN of the Karimun Regency Regional Financial and Asset Management Agency totaling 104 respondents. Sampling in this study amounted to 104 samples. In this study, the sampling technique used was the census technique. The research method uses a quantitative approach with analysis of Partial Least Square (PLS) analysis techniques with the SmartPLS Version 4.0 program. The results of this study state that the work experience variable has a positive and significant effect on performance. Competency variables have a positive and insignificant effect on performance. Information technology utilization variable has a positive and insignificant effect on performance. The work ethic variable has a positive and significant effect on performance. The work experience variable has a positive and significant effect on work ethic. Work competency variable has a positive and significant effect on work ethic. Information technology placement variable has a positive and significant effect on work ethic. The work ethic variable is able to mediate the effect of work experience on performance. The work ethic variable is able to mediate the effect of work competence on performance. The work ethic variable is able to mediate the effect of the use of information technology on performance.

THE INFLUENCE OF MOTIVATION, INCENTIVES AND COMPETENCIES ON THE PERFORMANCE OF OUTSOURCED EMPLOYEES (TAD) COLLECTION WITH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE AT BANK BTN BEKASI BRANCH OFFICE Hijliansyah Marbun; Ngaliman; I Wayan Catra Yasa; Bambang Satriawan; Indrayani; Muhammad Gita Indrawan
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 3 No. 6 (2023): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v3i6.1259

This research was conducted to determine how much influence Motivation, Incentives and Competence have on the Performance of Collection Outsourced Employees (TAD) with Organizational Commitment as an Intervening Variable at Bank BTN Bekasi Branch Office. The method used in this research is a descriptive quantitative method that uses a survey system. Where the data collected relates to motivation, incentives, competence, organizational commitment and employee performance at the BTN Bekasi Branch Office. The type of data is quantitative with the data source to be collected from the relevant BTN Bekasi Branch Office and based on research objects that are correlated with the title of this thesis. The population in this study were collection outsourcing (TAD) employees who worked at the BTN Bekasi Branch Office. This research uses primary and secondary data obtained from respondents, where respondents will provide verbal responses and/or written responses in response to the statements given. The data collection technique uses variable measurement using a questionnaire instrument. Each employee respondent was given three questionnaire instruments to become a source of measurement for the variables studied. The results of the research show that work motivation partially has a significant and positive influence on employee organizational commitment, incentives partially have a significant and positive influence on employee organizational commitment, partial competence has a significant and positive influence on employee organizational commitment, partial organizational commitment has a significant influence and positive on employee performance, partial work motivation has a significant and positive influence on employee performance, partial incentives have a significant and positive influence on employee performance, partial competence has a significant and positive influence on employee performance, partial work motivation has a significant influence and positive towards employee performance through organizational commitment, incentives partially have a significant and positive influence on employee performance through organizational commitment, competence partially has a significant and positive influence on employee performance through organizational commitment.

THE INFLUENCE OF WORK MOTIVATION, WORK ENVIRONMENT, AND JOB SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE IN EMPLOYEES IN THE REPRESENTATIVE OFFICE OF BANK INDONESIA, RIAU ISLANDS PROVIN Herbert Manurung; Chablullah Wibisono; Bambang Satriawan; Ngaliman; Mohamad Gita Indrawan; Muammar Khaddafi
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 3 No. 6 (2023): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v3i6.1261

The purpose of this study was to analyze the effect of work motivation, work environment and job satisfaction on Organizational Citizenship Behavior (OCB) with organizational commitment as an intervening variable. The research respondents were employees at the Bank Indonesia Branch Office of Riau Island Province. Data collection is done by questionnaire. Data analysis using simultaneous multiple regression techniques with two regression equations with SPSS data processor version 20. The results of the analysis show that the variables of work motivation, work environment and job satisfaction have a positive and significant effect on organizational commitment and organizational commitment has a positive and significant effect on OCB. Work motivation, work environment and job satisfaction influence OCB through organizational commitment. The research results on the influence of work motivation on organizational commitment are significant. The influence of Organizational Commitment on the Organizational Citizenship Behavior (OCB) variable is significant. The influence of the Work Environment on Organizational Commitment is significant. The influence of the Work Environment on Organizational Citizenship Behavior (OCB) is significant. The influence of Job Satisfaction on Organizational Commitment is significant.The influence of Job Satisfaction on the Organizational Citizenship Behavior (OCB) variable is significant. The influence of Organizational Commitment on Organizational Citizenship Behavior (OCB) is significant. Organizational Commitment can bridge the influence between Organizational Commitment and Organizational Citizenship Behavior (OCB). Organizational Commitment can bridge the influence of the Work Environment on Organizational Citizenship Behavior (OCB). Organizational Commitment can bridge the influence of Job Satisfaction on Organizational Citizenship Behavior (OCB).

EFFECTIVENESS OF BASIC TRAINING FOR CIVIL SERVANT CANDIDATES (CPNS) USING THE KIRPETRICK LEVEL 3 MODEL (ATTITUDE AND BEHAVIOR) AND THE CONTINUATION OF PARTICIPANTS' ACTUALIZATION AFTER PARTICIPATING IN THE TRAINING IN THE WORK AREA OF THE RIAU ISLANDS L Isdawati; Bambang Satriawan; Sri Yanti
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 4 No. 4 (2024): August
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v4i4.1942

This study aims to determine the effectiveness of the Kirpatrick Model Level 3 Civil Servant Candidate Training (behavioral attitudes) after Alumni complete the Training, supporting and inhibiting factors on the impact of training after Alumni complete the Training and to determine the sustainability of actualization after alumni complete the training. The research method used is quantitative descriptive. The instrument used as a data collection tool is in the form of in-depth interviews with 4 direct superiors, 8 co-workers and 8 training alumni. The results of this study indicate that the effectiveness of the training can be measured successfully through changes in attitudes, knowledge, and skills of participants as seen from their behavior in the workplace, this is reinforced by the results of interviews with direct superiors. The effectiveness of the Kirpatrick Model Level 3 Civil Servant Candidate Training (behavioral attitudes) after Alumni complete the Training, from the results of interviews with direct superiors of training participants who stated that CPNS Latsar participants were able to innovate in increasing work productivity, doing work according to work standards and being responsible. Related to understanding the supporting and inhibiting factors that influence the impact of training after alumni complete the training program, from the results of interviews with direct superiors of training participants who stated that support from direct superiors, co-workers, and the work environment played a very significant role in helping alumni of basic CPNS training implement training objectives, Basic PNS values, and develop technical skills according to their formation and position. Related to the sustainability of the actualization process of Prospective Civil Servants after alumni complete the training, the sustainability of the actualization program prepared by alumni of the Training varies, depending on the relevance of the program to the main tasks and functions of alumni in their new positions, as well as the support received from superiors and co-workers.

THE EFFECT OF WORK PLACEMENT, WORK ENVIRONMENT, WORK COMMITMENT ON IMPROVING EMPLOYEE PERFORMANCE WITH FACILITIES AN INFRASTRUCTURE AS INTERVENING VARIABLES AT THE OFFICE OF THE PORT MASTER AND CLASS I PORT AUTHORITY OF TANJUNG BALAI KARIMUN Armen; Bambang Satriawan; Muammar Khaddafi
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 4 No. 4 (2024): August
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v4i4.1950

This study examines the Influence of Job Placement, Work Environment, Work Commitment on Improving Employee Performance with Facilities and Infrastructure as Intervening Variables at the Harbormaster and Port Authority Office Class I Tanjung Balai Karimun. This study uses a quantitative approach based on statistical information. Data collection techniques use variable measurement using questionnaire instruments. Data analysis techniques in this study use Partial Least Square (PLS). The results of the study Job Placement has a positive but insignificant effect on the Facilities and Infrastructure variable. Work Environment has a positive but significant effect on the Facilities and Infrastructure variable. Work Commitment has a positive but significant effect on the Facilities and Infrastructure variable. Facilities and Infrastructure have a positive but significant effect on the Employee Performance variable. Job Placement has a positive but significant effect on the Employee Performance variable. Work Environment has a positive but significant effect on the Employee Performance variable. Work Commitment has a positive but significant effect on the Employee Performance variable. Facilities and Infrastructure have a positive but insignificant effect in mediating Job Placement on Employee Performance. Facilities and Infrastructure have a positive and significant effect in mediating the Work Environment on Employee Performance. Facilities and Infrastructure have a positive and significant effect in mediating Work Commitment on Employee Performance

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

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