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All Journal Jurnal Ilmiah Psikologi Terapan Proyeksi: Jurnal Psikologi Psikologika : Jurnal Pemikiran dan Penelitian Psikologi Jurnal Konseling dan Pendidikan TAZKIYA JOURNAL OF PSYCHOLOGY Jurnal Psikologi: PITUTUR Empathy : Jurnal Fakultas Psikologi Jurnal Psikologi Terapan dan Pendidikan Intuisi Media Ekonomi dan Manajemen Indonesian Journal of Business and Entrepreneurship (IJBE) Psikodimensia: Kajian Ilmiah Psikologi MIX : Jurnal Ilmiah Manajemen Jurnal Psikologi Ulayat: Indonesian Journal of Indigenous Psychology Jurnal Ecopsy Jurnal Psikologi Talenta Syntax Literate: Jurnal Ilmiah Indonesia JURNAL DIVERSITA International Journal of Research in Counseling and Education Jurnal Ilmu Perilaku Insight: Jurnal Ilmiah Psikologi Humanitas : Jurnal Psikologi Journal Psikogenesis Jurnal Psikologi : Jurnal Ilmiah Fakultas Psikologi Universitas Yudharta Pasuruan Gema Wiralodra ANIMA Indonesian Psychological Journal Jurnal Penelitian Pendidikan, Psikologi Dan Kesehatan (J-P3K) Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Journal of Psychological Perspective Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) Jurnal Penelitian dan Pengukuran Psikologi: JPPP Asian Management and Business Review Psikologia: Jurnal Pemikiran dan Penelitian Psikologi Jurnal Social Library
Alice Salendu
Faculty Of Psychology, Universitas Indonesia, Indonesia
Religion Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Nursing Physics Public Health Social Sciences Other

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Hubungan Antara Job demands Dengan Workplace Well-being Pada Pekerja Shift Anwarsyah, Wanda Irawan; Salendu, Alice; Radikun, Tulus Budi Sulistyo
Jurnal Psikologi: PITUTUR Vol 1, No 1 (2012): Jurnal Psikologi PITUTUR
Publisher : Universitas Muria Kudus

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (228.655 KB)

Abstract

This  study  focused  on  the  relationship  between job  demands withworkplace well-being on shift workers  in  a  company  engaged  inmanufacturing  plastic  packaging  production.  Previous  research  has  not much  to  explain  the  relationship  between  two  variables,  especially  in Indonesia,  and  its  application  in shift workers. Workplace well-being is defined as a sense of prosperity gained workers from their jobs, as measured through  the Workplace Well-being Index  (WWBI)  (Page,  2005). Job demands,  which  is  explained  by  the  type  of quantitative  demands in  this study, is defined as something that relates directly to the amount of work to be done and a major source of stress (Kristensen, Bjorner, Christensen, & Borg, 2004), as measured by quantitative questionnaires job demands in the Indonesian Quality of Work Life Questionnaire (IQWiQ) (Radikun, 2010). The  sample  in  this  study  included  155 shift workers  using  accidentalsampling. The analysis showed that there was a Significant  negative  relationship  between job  demands with workplace well-being on shift workers (r = -0221, p <0.05, one-tailed). From the  research,  companies  are  advised  to  review  the  current  number  of workers with production targets that must be produced, an appreciation ofthe performance of workers and wages.
Peran Obsessive Passion Sebagai Mediator Dalam Hubungan Antara Tuntutan Pekerjaan Dan Kesejahteraan Psikologis Di Tempat Kerja Rahayu, Puspita Puji; Salendu, Alice
Intuisi : Jurnal Psikologi Ilmiah Vol 10, No 3 (2018): November 2018
Publisher : Jurusan Psikologi, Fakultas Ilmu Pendidikan, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/intuisi.v10i3.18809

Abstract

Abstrak. Fenomena terkait rendahnya kesejahteraan psikologis karyawan seringkali dijumpai di tempat kerja. Faktor eksternal yang memengaruhi kesejahteraan psikologis di tempat kerja, salah satunya adalah tuntutan pekerjaan. Penelitian ini ingin melihat peran obsessive passion sebagai mediasi hubungan antara tuntutan pekerjaan dan kesejahteraan psikologis di tempat kerja pada karyawan. Pengambilan data dilakukan dengan menggunakan kuesioner self-report. Partisipan penelitian berjumlah 217 karyawan bank BUMN dengan karakteristik minimal bekerja 1 tahun. Teknik pengambilan sampel yang digunakan adalah accidental sampling. Dalam penelitian menggunakan instrumen penelitian diantaranya Kesejahteraan Psikologis di Tempat Kerja (2012) untuk mengukur kesejahteraan psikologis di tempat kerja, Questionnaire on The Experience and Evaluation of the Work Scale dan Technology Acceptance Model (2017) untuk mengukur tuntutan pekerjaan, selain itu digunakan instrumen Passion Scale (2003) untuk mengukur obsessive passion. Untuk menguji hipotesis menggunakan teknik analisis Process Macro for SPSS yang dikembangkan oleh Hayes. Berdasarkan hasil penelitian menunjukkan bahwa tuntutan pekerjaan tidak secara signifikan memiliki hubungan dengan kesejahteraan psikologis di tempat kerja (b = - .044, p> .05), dan tuntutan pekerjaan berpengaruh secara negatif pada obsessive passion (b= - 1.96, p< .05). Selain itu, obsessive passion berpengaruh secara negatif dengan kesejahteraan psikologis di tempat kerja (b= - .192, p< .01). Penelitian ini juga menemukan peran obsessive passion memediasi hubungan antara tuntutan pekerjaan dan kesejahteraan psikologis di tempat kerja (b= - .082, p> .05). Kata kunci: Kesejahteraan Psikologis di Tempat Kerja, Obsessive Passion, Tuntutan PekerjaanAbstract. The phenomenon related to the low psychological well-being of employees is often found in the workplace. External factors that influence psychological well-being at work, one of which is job demands. This research was conducted to find the role of obsessive passion as a mediator in the relationship between job demands and psychological well-being at work. Data collection was done by using self-report questionnaires. Research participants were 217 state-owned enterprises bank employees with a minimum requirement of a year working experience in that respective workplace. The method of data collection was accidental sampling. Research instruments, namely Psychological Well-Being at Work (2012) was used to measure psychological well-being at work, Questionnaire on The Experience and Evaluation of the Work and Technology Acceptance Model (2017) to measure job demands, as well as Passion Scale (2003) to measure obsessive passion. Hypothesis was tested and analyzed using Process Macro for SPSS which was developed by Hayes. The result shows that job demands are not significantly related to psychological well-being at wok (b = - .044, p>0.05), and job demands negatively affect the obsessive passion (b= - 1.96, p<0.05). In addition, obsessive passion negatively affects psychological well-being at work (b= - .192, p< .01). Further, this finding also described the role of obsessive passion mediates the relationship between job demands and psychological well-being at work (b= - .082, p> .05).Keywords: Job Demands, Obsessive Passion, Psychological Well-being at Work
Peran Mediasi Psychological Capital dalam Hubungan antara Harmonious Passion dengan Subjective Well-Being Diani, Puti Marsha; Salendu, Alice
Intuisi : Jurnal Psikologi Ilmiah Vol 10, No 3 (2018): November 2018
Publisher : Jurusan Psikologi, Fakultas Ilmu Pendidikan, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/intuisi.v10i3.18864

Abstract

Abstrak. Persaingan antar perusahaan dengan fokus industri yang sama semakin ketat saat ini, sehingga idealnya perusahaan membutuhkan karyawan yang memiliki produktivitas kerja yang tinggi dan kesehatan mental yang baik. Tujuan dari penelitian ini berfokus pada peran mediasi dari pscychological capital dalam hubungan harmonious passion dan subjective well-being pada karyawan. Penelitian ini menggunakan conservation of resource theory (COR) sebagai teori yang menjelaskan bagaimana autonomi dan cognitive resource dari karyawan yang memiliki keinginan dan target untuk sukses merupakan suatu sumber daya individu yang dapat membantu karyawan dalam mengembangkan dan meningkatkan subjective well-being (kepuasaan hidup yang tinggi, positif afek yang tinggi dan negatif afek yang rendah) pada karyawan. Responden dari penelitian ini adalah 240 karyawan dari BPD X (Bank Pembangunan Daerah) dan peneliti menggunakan SPSS 23.0 dan Process Macro 2.16 untuk menguji hubungan korelasi dan peran mediasi. Penelitian ini menggunakan alat ukur yang telah diadaptasi dari alat ukur aslinya, yaitu Passion Scale (2003), Psychological Capital Questionnaire (2007) dan Satisfaction with Life Scale (1985). Hasil penelitian ini mendukung model penelitian dan memberikan saran atas pentingnya peran mediasi dari psychological capital dalam hubungan antara harmonious passion dan subjective well-being pada karyawan bank.Kata kunci : Harmonious passion, Psychological capital, Subjective well-being, conservation of resource theory.       Abstract. Competition between companies with the same industry focus is getting tighter now, so ideally companies need employees who have high work productivity and good mental health. The purpose of this paper is to extend knowledge about the role of psychological capital on relationship between harmonious passion and subjective well-being on employees at work. The research model, grounded in conservation resource of theory on how autonomy and cognitive resources of employee with harmonious passion for reaching success can be associated with psychological capital and how psychological capital on employee may help them develop resources which may be associated with greater subjective well-being (higher life satisfaction, higher positive affect and lower negative affect). The sample of the study is 240 BPD X (Bank Pembangunan Daerah) employees and the author test the model with SPSS 23.0 and Process Macro 2.16. This study using an adaptation scale of Passion Scale (2003), Psychological Capital Questionnaire (2007) and Satisfaction with Life Scale (1985). Result supported the full research model, suggesting that psychological capital is an important mediator between harmonious passion and subjective well-being.
Peran Harmonious Passion Sebagai Mediator Hubungan antara Job Resources dengan Organizational Citizenship Behavior Ghifanti, Erviana; Salendu, Alice
Intuisi : Jurnal Psikologi Ilmiah Vol 10, No 3 (2018): November 2018
Publisher : Jurusan Psikologi, Fakultas Ilmu Pendidikan, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/intuisi.v10i3.18866

Abstract

Abstrak. Performa kerja karyawan dapat menjadi tolak ukur keberhasilan suatu organisasi. Salah satu konsep dalam psikologi yang dapat menggambarkan performa kerja adalah organizational citizenship behavior (OCB). OCB adalah konsep yang digunakan pada pembelajaran di bidang indsutri dan organisasi, yang biasanya di asosiasikan dengan efektivitas organisasi. Penelitian ini bertujuan untuk meneliti peran harmonious passion sebagai mediator antara job resource dan OCB. Pengambilan data pada penelitian ini mengikutsertakan 240 responden yang bekerja di Bank Pembangunan Daerah (BPD). Kuesioner yang digunakan dalam penelitian ini adalah OCB Scale (2002) untuk mengukur OCB; Questionnaire on The Experience and Evaluation of the Work (QEEW) Scale (2017) untuk mengukur otonomi, umpan balik performa kerja, dan technology resource; dan Passion Scale (2003) untuk mengukur harmonious passion. Teknik analisis yang digunakan untuk menguji peran mediator adalah dengan menggunakan Process Macro for SPSS and SAS 3.0. Konsisten dengan teori job demand-resource, penelitian ini mendapatkan hasil bahwa ketersediaan job resource di lingkungan kerja memberi motivasi dan dapat membantu karyawan mengembangkan OCB dan asosiasi ini di mediasi secara parsial oleh harmonious passion. Penelitian ini memberikan pemahaman lebih lanjut tentang pentingnya perilaku extra-role di organisasi dan bagaimana menghasilkan perilaku tersebut.Kata Kunci: Organizational citizenship behavior, Job resource, Harmonious passion, Job demand-resource model. Abstract. Employee work performance can help to identify the success of an organization. One of many concepts in psychology that can describe work performance is organizational citizenship behavior (OCB). OCB is a concept used in industrial and organizational behavior learning, which usually being associated with the organizational effectiveness. The purpose of this research is to examine the role of harmonious passion as a mediator on the relationship between job resource and OCB. The data collection in this study included 240 employee respondents who work in Bank Pembangunan Daerah (BPD). The measurements used in this study are OCB Scale (2002) to measure OCB; Questionnaire on The Experience and Evaluation of the Work (QEEW) Scale (2017) to measure job autonomy, performance feedback, and technology resource; and Passion Scale (2003) to measure harmonious passion. The analysis statistic method of Process Macro for SPSS and SAS 3.0 were used to examine the mediational hypotheses. Consistent with job demand-resource theory, result shows that when job resource exist in working environment, it can motivates and encourages employee to develop OCB and this association is partially mediated by harmonious passion. This study provides a deeper understanding about the importance of extra-role behavior in organization and how to generate this behavior in future.
Hubungan Antara Kesesuaian Pekerjaan-Individu Terhadap Intensi Mengundurkan Diri pada Hotel X: Intervensi Job Crafting Nurfadilla, Arynda Isnayni; Salendu, Alice
Intuisi : Jurnal Psikologi Ilmiah Vol 11, No 2 (2019): Juli 2019
Publisher : Jurusan Psikologi, Fakultas Ilmu Pendidikan, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/intuisi.v11i2.19536

Abstract

Beberapa penelitian menemukan bahwa kesesuaian pekerjaan-individu (person-job fit) memiliki hubungan dengan intensi mengundurkan diri (turnover intention). Akan tetapi, belum banyak penelitian yang menguji keefektifan intervensi job craftingpada hubungan kedua variabel tersebut. Padahal, beberapa penelitian mengindikasikan bahwa job crafting merupakan intervensi yang tepat untuk meningkatkan kesesuaian pekerjaan-individu. Pengumpulan data dilakukan pada karyawan hotel (N = 40) untuk menguji hubungan kesesuaian pekerjaan-individu dan intensi mengundurkan diri. Sedangkan, responden intervensi job crafting dipilih berdasarkan skor kesesuaian pekerjaan-individu yang rendah dan intensi mengundurkan diri yang tinggi (N = 6). Hasil menunjukkan bahwa karyawan yang memiliki tingkat kesesuaian pekerjaan-individu yang tinggi akan memiliki intensi mengundurkan diri yang rendah. Selanjutnya, hasil mengindikasikan bahwa job craftingdinilai sebagai intervensi yang tepat untuk meningkatkan kesesuaian pekerjaan-individukaryawan sehingga dapat menurunkan intensi untuk mengundurkan diri. Penemuan ini menyarankan bahwa dengan melakukan job crafting, karyawan dapat mengoptimalkan kesesuaian mereka dengan pekerjaannya.Some scholars found that the person-job fit has a relationship with turnover intention. But, not many studies examined the effectiveness of job crafting intervention towards the relationship between these variables. Several studies indicate that job crafting is the best intervention to improve person-job fit. Data collection was conducted on hotel employees (N=40) to examine the relationship between person-job fit and turnover intention. Meanwhile, respondents on job crafting intervention were selected based on scores. Results indicate that employees who have a high level of person-job fit will have a low intention to quit. Furthermore, results indicate that job crafting is considered as the right intervention to optimize their person-job fit so that it can reduce their turnover intention. These findings suggest that by crafting their work, an individual can maximize their suitability with their work.
PERSEPSI DUKUNGAN ORGANISASI SEBAGAI MEDIATOR ANTARA KEADILAN ORGANISASI DAN KEPUASAN KERJA KARYAWAN DI PT ABC Simatupang, Meity Fransiska; Salendu, Alice
JURNAL DIVERSITA Vol 5, No 2 (2019): JURNAL DIVERSITA DESEMBER
Publisher : Faculty of Psychology, Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (929.472 KB) | DOI: 10.31289/diversita.v5i2.2696

Abstract

Penelitian ini bertujuan untuk mengetahui peran persepsi dukungan organisasi sebagai mediator pada hubungan antara keadilan organisasi dan kepuasan kerja pada karyawan di PT ABC sebagai salah satu perusahaan penyedia jasa pelayanan solusi telekomunikasi khususnya bagi vendor operator seluler. Penelitian ini dilakukan kepada 95 karyawan PT ABC sebagai partisipan penelitian melalui pemberian kuesioner. Keadilan organisasi diukur menggunakan alat ukur yang diadaptasi dari alat ukur organizational justice questionnaire Colquitt (2001) dengan jumlah 20 item (?=0,891). Persepsi dukungan organisasi diukur menggunakan alat ukur yang diadaptasi dari survey perceived organizational support Eisenberger dkk (1986) dengan jumlah 36 item (?=0,893). Kepuasan kerja diukur menggunakan alat ukur yang diadaptasi dari job satisfaction survey dari Spector (1997) dengan jumlah 36 item (?=0,858). Penelitian ini menggunakan disain penelitian kuantitatif dengan menggunakan analisis teknik regresi Hayes pada program PROCESS SPSS versi 24. Hasil analisis menunjukkan bahwa persepsi dukungan organisasi berperan sebagai mediator antara keadilan organisasi dan kepuasan kerja dengan efek mediasi parsial dengan efek mediasi parsial dengan nilai BootLLCI 0,194 dan BootULCI 0,4406. Organisasi perlu memberikan perlakuan adil bagi karyawannya dan diharapkan muncul persepsi dukungan organisasi pada karyawan secara optimal sehingga meningkatkan kepuasan kerja karyawan yang dapat mempengaruhi kinerja organisasi meningkat.
Ketidakamanan pekerjaan dan kinerja tugas: Peran burnout sebagai mediator Alice Salendu; Muhamad Fachri Maldini
Jurnal Ilmiah Psikologi Terapan Vol. 9 No. 2 (2021): August
Publisher : University of Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (163.668 KB) | DOI: 10.22219/jipt.v9i2.14485

Abstract

An increasingly dynamic and uncertain job demands provided new challenges for employees in task performance, had an impact on job insecurity, and triggered burnout for employees. This study investigated the predictor role of job insecurity on task performance through the mediation role of burnout. The researcher conducted correlational research with a non-experimental research design. Data were collected from 106 respondents who were private employees with a minimum of one year of work experience. The sampling technique used was convenience sampling. This study was conducted by using the Job Insecurity Scale, Task Performance Scale, and Maslach Burnout Inventory - General Scale which was adapted in Indonesia language. The data were processed using multiple regression analysis with mediating variables. The result of this research showed that job insecurity had a negative relationship with task performance (b = −0.35, t = −2.78; p = 0.00). In addition, it was also found that burnout partially mediated the relationship between job insecurity and task performance (β = -0.20, SE =0.07; 99% CI [-0.41,-0.05]). There was evidence that job insecurity had a negative relationship with task performance and burnout had a mediating effect on the relationship between job insecurity and task performance.
Logic vs Aesthetic: The Effect of Environmental Claim and Visual Design in Green Advertising Hashella Kostan; Alice Salendu
Media Ekonomi dan Manajemen Vol 35, No 2 (2020): Empowering Corporate Governance for Sustainable Development
Publisher : Fakultas Ekonomika dan Bisnis UNTAG Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (324.638 KB) | DOI: 10.24856/mem.v35i2.1468

Abstract

The surge in demand for green products leads to rampant practice of “greenwashing”, in which marketers deceitfully try to position their brand as more eco-friendly than it actually is. Past studies on green advertisements have indicated that visual cues in the advertisements can also play a part in affecting consumers’ evaluation of the product and its eco-friendly feature. This study was conducted to examine the effect of two essential elements in a green advertisement, which are the overall visual aesthetic quality of the advertisement and verbal environmental claim. The study was conducted using an experimental vignette method. Two hundred seventy-six respondents participated in this study. Through MANOVA statistical analysis, it was found that both aesthetic quality and environmental claim type used significantly affect green brand associations, as well as the attitude respondents, have towards the brand. However, this significant effect of ads visual aesthetic quality can be concerning since it might hinder consumers to objectively evaluate the environmental claim of the product.
HUBUNGAN WORKPLACE INCIVILITY DENGAN TURNOVER INTENTION PADA KARYAWAN, SERTA PERAN GRIT SEBAGAI MODERATOR Muhammad Labib Fauzan; Alice Salendu
Proyeksi: Jurnal Psikologi Vol 16, No 2 (2021): Oktober 2021
Publisher : Faculty of Psychology Universitas Islam Sultan Agung Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30659/jp.16.2.143-152

Abstract

Penelitian ini bertujuan untuk mengkonfirmasi hubungan antara workplace incivility dengan turnover intention serta melihat peran grit pada karyawan. Jenis penelitian yang digunakan adalah kuantitatif korelasional dengan responden 170 karyawan dari PT.XYZ. Analisis data menggunakan Hayes proses model 1 dan analisis korelasional. Karyawan di Indonesia sampai saat ini masih memiliki keinginan untuk mengundurkan diri yang cukup tinggi terutama di sektor perbankan. Selain itu, karywan di Indonesia juga masih sering mendapatkan pengalaman ketidaksopanan di tempat kerja, paling tidak dalam seminggu karyawan mengalami pengalaman workplace incivility dari rekan kerjanya atau atasannya. Berdasarkan analisis data, diperoleh hubungan antara workplace incivility dengan turnover intention signifikan bernilai positif dengan nilai R = 0.209 yang berarti workplace incivility yang semakin tinggi akan meningkatkan keinginan mengundurkan diri pada karyawan PT.XYZ. Analisis tambahan menunjukkan tidak terdapat peran yang signifikan bahwa grit memoderasi hubungan antara workplace incivility dengan turnover intention.
Hubungan Openness to Experience terhadap Perilaku Kerja Inovatif: Peran Ambidextrous Organization Culture sebagai Moderator Brianita Riga Pratiwi; Alice Salendu
Psikologika: Jurnal Pemikiran dan Penelitian Psikologi Vol. 26 No. 2 (2021)
Publisher : Fakultas Psikologi dan Ilmu Sosial Budaya Universitas Islam Indonesia Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/psikologika.vol26.iss2.art7

Abstract

Innovative work behavior is one of the keys to trust and success for organizations. In this era, how to form employees is a challenge and important for innovative organizations to see the factors that cause innovative behavior in their employees. This study involved three variables, namely openness to experience, ambidextrous organizational culture, and innovative work behavior. By using 3 measuring instruments, namely The Big Five Personality Inventory (BFI), Innovation Behavior Scale, and Ambidextreus Organizational Scale, as many as 127 respondents were obtained using the bold self-report method. Researchers examined the moderating role of ambidextrous organizational culture as analyzed by the PROCESS statistical technique developed by Hayes. The results showed a positive relationship between OTE and ambidextrous organizational culture was proven to be a significant predictor of employee innovative work behavior. F = 25.1475, p < .001, R2 = .384. From these results, it can be calculated that 38.4% variants of the two predictions have a significant effect on innovative work behavior. However, through the analysis it is also known that there is no significant interaction between the ambidextrous organizational culture variables, thus the the first hypothesis is accepted but not the second hypothesis. The result of this research can help companies to identify openness traits of the prospective employees. 
Co-Authors Ade Purnamasari Alia Shinta Dewi Alvia Rahmah Anuar, Faizul Nizar Aulia Elma Rabbika Auliya Andina Ramadhiyanti Azzahra, Fadia Bella Ulfa Brianita Riga Pratiwi Cintya Pradnya Pratita Dayatri, Nyimas Fathia Dewi, Inten Dwi Puspa Diani, Puti Marsha Etikariena, Arum Faidhil, M Faisal, Fathiyah Faiha Fauziah Febrie Sani Pangaribuan Febrina, Sartika Ria Febriyanto, Tri Randi Nurmalinta Gatari, Eka Ghaisa Marin Hartono Ghifanti, Erviana Halvireski, Arif Hanifah, Ghina Harahap, Muhammad Armedi Eka Purdini Hashella Kostan Hussain, Shah Iman, Muhammad Faidhil Kartika, Gunisya Khan, Muhammad Inzamam Muhamad Fachri Maldini Muhammad Ibrahim Muhammad Labib Fauzan Mulyana, Rissa Septiani Nabila, Safira Hanun Nadia, Shofi Najmuddin Somadi Ningrum, Rahmania Puspita Nurfadilla, Arynda Isnayni Oktaviani Aditia Ningrum Pahlawan, Aditya Wira Pricilla Mourine Ham Puji Gufron Rhodes Puspita Puji Rahayu, Puspita Puji Putri, Safira Dwi Tyas Qotrunnada, Rifdah Rahmadanty, Vivian Elfrida Ridwan Ardiansyah Sari, Gunisya Kartika Sengkananingrum, Aisha Nuraini Septi Melinda Simatupang, Meity Fransiska Siregar, Cania Putri Rira Solihat, Widya Syayidatus Tania, Medisa Faradina Tara Swasti Pinintasih Tulus Budi Sulistyo Radikun Wan Devy Indhira Syahfitri Wanda Irawan Anwarsyah Yoga Samudra Dewa