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All Journal JURNAL SISTEM INFORMASI BISNIS Jurnal Administrasi Bisnis Wacana, Jurnal Sosial dan Humaniora PROFIT : Jurnal Administrasi Bisnis AdBispreneur Jurnal Bisnis dan Manajemen JEMA: Jurnal Ilmiah Bidang Akuntansi dan Manajemen Journal of Secretary and Business Administration International Journal of Economics, Business and Accounting Research (IJEBAR) BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi Journal of International Conference Proceedings
Kusdi Rahardjo
Department Of Business Administration, Faculty Of Administrative Science, Universitas Brawijaya, Malang
Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Electrical & Electronics Engineering Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences

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PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA PEGAWAI (Studi Pada Pegawai Kantor Pusat PT Pelabuhan Indonesia III (Persero), Surabaya) Alam, Titah Mustika; Alhabsji, Taher; Rahardjo, Kusdi
Jurnal Administrasi Bisnis Vol 2, No 2 (2013): JUNI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Abstract

Penelitian ini bertujuan untuk mengetahui adanya pengaruh gaya kepemimpinan transformasional dan budaya organisasi terhadap kepuasan kerja pegawai Kantor Pusat PT Pelabuhan Indonesia III (Persero) Surabaya, baik secara simultan maupun parsial. Jenis penelitian yang digunakan adalah Explanatory. Dari hasil penelitian yang diperoleh menunjukkan nilai Fhitung sebesar 20,187 lebih besar dari Ftabel sebesar 3,07 pada taraf signifikan 0,000 maka H0 ditolak yang berarti bahwa variabel gaya kepemimpinan transformasional (X1) dan budaya organisasi (X2) secara bersama – sama berpengaruh signifikan terhadap variabel kepuasan kerja pegawai (Y). Uji parsial, semua variabel bebas mempunyai nilai Sig. dibawah alpha 0,05 sehingga membuktikan adanya pengaruh gaya kepemimpinan transformasional dan budaya organisasi secara parsial terhadap kepuasan kerja pegawai. Kata kunci: gaya kepemimpinan transformasional, budaya organisasi,kepuasan kerja ABSTRACT This study aimed to investigate the effect of transformational leadership style and organizational culture on satisfaction of employees Headquarters of PT Pelabuhan Indonesia III (Persero) Surabaya, either simultaneously or partially. This type of research is an explanatory approach. The results show that Fcount 20.187 is greater than Ftable of 3.07 at significant level 0,000 then H0 is rejected, which means that the transformational leadership style variable (X1) and organizational culture (X2) together - equally significant effect on satisfaction variables employee (Y). Partial test, all the independent variables have a value of Sig. alpha below 0.05 thus proving the influence of transformasional leadership style and organizational culture  partially on employee job satisfaction. Keywords: transformational leadership style, organizational culture, job satisfaction
Faktor Anteseden dan Konsekuensi Green Supply Chain Management Rakhmawati, Antin; Rahardjo, Kusdi; Kusumawati, Andriani
JSINBIS (Jurnal Sistem Informasi Bisnis) Vol 9, No 1 (2019): Volume 9 Nomor 1 Tahun 2019
Publisher : Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (396.524 KB) | DOI: 10.21456/vol9iss1pp1-8

Abstract

Business activites besides having a fuction to improve the economy, its also have a role to influencing the environment, if the business concept doesn't consider the environment, it will causing decrease of environmental quality. therefore, the purpose of this study is to examine about the application of green supply chain management, that is the concepts with consideration of environmental aspects in all supply chains, and to the explain of factors that become antecedents in influencing the implementation of green supply chain management and its impact on performance. this research explains the relationship between variabels, That are antecedents of green supply chain management, namely strategic orientation and government regulation, and the consequence factors of green supply chain management namely environtmental performance. the object in this study is medium size entreprised of food and beverage sectors in Pasuruan Regency. This study using a cluster sampling method involving 114 respondents and using PLS, for data analysis, with SmartPLS 3.0 software analysis tools. the results of this study indicate that there is a significant positive relationship between strategic orientation and government regulation toward green supply chain management, there is a significant positive relationship between strategic orientation and government regulation towards environmental performance through green supply chain management.
PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KINERJA KARYAWAN DENGAN MOTIVASI KERJA SEBAGAI VARIABEL MEDIASI Martha, Ade Rio; Rahardjo, Kusdi; Prasetya, Arik
PROFIT: JURNAL ADMINISTRASI BISNIS 2020: SPECIAL ISSUE (EKOSISTEM START UP)
Publisher : FIA UB

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Abstract

This research was conducted to determine the effect of transformational leadership style on performance of employee mediated by work motivation variables. This type of reseaarch is explanatory with a quantitaiive approach. The data used were primary data that obtained and collected through direct survey using questionnaires to respondents. Proportional random sampling method was used in this research. The participants were 109 employees of PT. Gersindo Minang Plantation-Palm Oil Mill (GMP-POM). Explanatory methods and Structural Equation Modeling (SEM) were used to explain between variables. In analyzing the data, this research evaluated the measurementt model (Outer model), structuraal model (Inner model), goodness of fit, and hypotheses tested using Bootstrapping. The results of this research indicated that the transformational leadership style has a significant positiive effect on work motivation. The transformatiional leadershiip style has a posiitive and not signifiicant effect on employee performaance, meanwhile, work motivatiion has a significant positiive effect on employee performaance. This research also proved that work motivatiion successfully mediated the effect of transformational leadership styles on employee performaance from insignificant positive to significant positive.
The Effect of Perceived Organizational Support and Psychological Capital on Job Satisfaction and Knowledge Sharing Mustika, Silvia Indra; Rahardjo, Kusdi; Prasetya, Arik
BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi Vol. 27, No. 1
Publisher : UI Scholars Hub

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Abstract

In keeping with the ever-growing knowledge-based economy, the role of knowledge itself becomes more significant and it hinges on the management ability to stimulate their organization’s environment to create and nourish knowledge sharing behavior. This research is aimed at determining the effect of perceived organizational support and psychological capital on job satisfaction and knowledge sharing. Drawing from social exchange theory, employee’s knowledge sharing behaviour and satisfaction are the consequences of organizational role-fulfilment. Explanatory research with quantitative approach is used in this research. The primary data was collected using a questionnaire. The sampling method used was a proportional random sampling which provided a sample of 121 non-medical staff at Lavalette Malang Hospital. The data was analyzed using Partial Least Square Structural Equation Modelling (PLS-SEM). The result of this study shows that perceived organizational support is a significant predictor of non-medical staff’s psychological capital and job satisfaction. However, perceived organization support is an insignificant predictor of knowledge sharing. Psychological capital is a significant predictor to both job satisfaction and knowledge sharing, and is successfully mediating the relationship between perceived organizational support and knowledge sharing
PENGARUH STRATEGIC ORIENTATION, GOVERNMENT REGULATION TERHADAP GREEN SUPPLY CHAIN MANAGEMENT DAN ENVIRONMENTAL PERFORMANCE Antin Rakhmawati; Kusdi Rahardjo; Andriani Kusumawati; Muhammad Nizar
AdBispreneur : Jurnal Pemikiran dan Penelitian Administrasi Bisnis dan Kewirausahaan Vol 4, No 3 (2019): AdBispreneur : Jurnal Pemikiran dan Penelitian Administrasi Bisnis dan Kewirausa
Publisher : Departemen Ilmu Administrasi Bisnis, Fakultas Ilmu Sosial dan Ilmu Politik, UNPAD

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (147.931 KB) | DOI: 10.24198/adbispreneur.v4i3.19175

Abstract

This study examines and explains the relationship of income factor variables from the application of the green supply chain management concept, namely the strategic orientation and government regulation, and further effect on. The object of this research is small and medium enterprises which are associated with the traditional semi-modern greengrocery market in Malang Regency. This study uses census sample method by involving all the owners of traditional semi-modern greengrocery market. The results of this study indicate that, firstly, strategic orientation and government regulation have a significant positive impact on green supply chain management, secondly, green supply chain management has a significant positive effect on environmental performance, thirdly, strategic orientations and government regulation have a significant positive impact on environmental performance through green supply chain management.Penelitian ini menguji dan menjelaskan hubungan variabel yang menjadi faktor income dari penerapan konsep green supply chain management , yaitu strategic orientation dan government regulation, yang kemudian membentuk environmental performance. Objek penelitian ini adalah usaha kecil menengah yang terasosiasi pada pasar sayur tradisional-semi modern Kabupaten Malang. penelitian ini menggunakan metode sampel jenuh dengan melibatkan seluruh pemilik UKM pasar sayur tradisional- semi modern. Hasil penelitian ini menunjukkan bahwa; pertama strategic orientation berpengaruh positif signifikan terhadap green supply chain management, kedua goverment regulation berpengaruh positif signifikan terhadap green supply chain management, ketiga green supply chain management berpengaruh positif signifikan terhadap environmental performance, keempat strategic orientation berpengaruh positif signifikan terhadap environmental performance melalui green supply chain management, dan yang kelima government regulation berpengaruh positif signifikan terhadap environmental performance melalui green supply chain management.
PENGARUH INSENTIF TERHADAP LOYALITAS KARYAWAN (Studi Pada Karyawan Tetap PT. SIER (Persero), Surabaya) Ni Made Maharani Dwi Ratnasari; Kusdi Rahardjo; M. Djudi Mukzam
Jurnal Administrasi Bisnis Vol 2, No 2 (2013): JUNI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Abstract

Penelitian ini bertujuan untuk mengetahui dan menjelaskan pengaruh variabel insentif materiil (X1) dan insentif nonmateriil (X2) secara simultan dan secara parsial terhadap loyalitas karyawan (Y). Sampel dari penelitian ini adalah 120 orang karyawan. Dari penelitian yang dilakukan pada PT. SIER (Persero), Surabaya menunjukkan nilai Sig F < 5% atau (0.000<0.005) yang artinya secara bersama-sama variabel insentif materiil (X1) dan variabel insentif nonmateriil (X2) mempunyai pengaruh yang signifikan terhadap variabel loyalitas karyawan (Y) sehingga menghasilkan kesimpulan H0 ditolak dan Ha diterima. Sedangkan secara parsial melalui hasil analisis regresi, variabel insentif materiil (X1) menghasilkan t hitung sebesar 8.084 > t tabel 1.980 dengan Sig t 0.000 dan alpha 0.05, maka secara parsial variabel insentif materiil (X1) berpengaruh signifikan terhadap variabel loyalitas karyawan (Y). Sedangkan variabel insentif nonmateriil (X2) secara parsial mempunyai pengaruh yang signifikan terhadap loyalitas karyawan dengan hasil regresi t hitung 4.274 > t tabel 1.980 dengan Sig t 0.000 dan alpha 0.05. Berdasarkan Beta dari masing-masing variabel  yaitu X1 sebesar 0.610 dan X2 sebesar 0.323, maka dapat disimpulkan bahwa variabel X1 adalah variabel yang paling dominan pengaruhnya terhadap variabel Y.   Kata kunci: insentif materiil, insentif nonmateriil, loyalitas karyawan   Abstract This study aims to identify and explain the effect of material incentives variable (X1) and immaterial incentives variable (X2) simultaneously and partially on employee loyalty (Y). The sample of this research is 120 employees. From research conducted at PT. SIER (Persero), Surabaya showed Sig F <5% or (0.000 <0.005), which means together material incentives variable (X1) and immaterial incentives variable (X2) has a significant impact on employee loyalty variable (Y) so that yield conclusions H0 is rejected and Ha accepted. While partially through regression analysis, material incentives variable (X1) results 8.084 for t count > t table with Sig t 0.000 and alpha 0.05, then by partial material incentives variable (X1) has a significant effect on employee loyalty variable (Y). While immaterial incentives variable (X2) partially have significant impact on employee loyalty (Y) with a regression result of t count 4.274> t table 1.980 with Sig t 0.000 and alpha 0.0. Based from Beta of variable X1 results 0.610 and X2 results 0.323, then we conclude that X1 variable have most dominant impact toward Y variable. Keywords: material incentives, immaterial incentives, employee loyalty
PENGARUH INSENTIF MATERIAL DAN NON MATERIAL TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN (Studi pada Karyawan Produksi Cetak PT. Temprina Media Grafika di Surabaya) Anggi Rizki Zaputri; Kusdi Rahardjo; Hamidah Nayati Utami
Jurnal Administrasi Bisnis Vol 2, No 2 (2013): JUNI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Abstract

Manusia merupakan penggerak utama dalam perusahaan dan karyawan adalah kekayaan utama perusahaan sehingga harus dijaga dengan baik. Untuk menjaga kualitas karyawan tersebut, perusahaan harus memberikan imbalan selain upah/gaji. Imbalan selain upah/gaji itu diberikan agar karyawan merasa puas dan berdampak pada kinerja karyawan yang terus meningkat. Tujuan utama dalam penelitian ini adalah mengetahui pengaruh insentif material terhadap kepuasan kerja karyawan, mengetahui pengaruh insentif non material terhadap kepuasan kerja karyawan, mengetahui pengaruh insentif material terhadap kinerja karyawan, mengetahui pengaruh insentif non material terhadap kinerja karyawan, dan mengetahui pengaruh kepuasan kerja terhadap kinerja karyawan. Jenis penelitian yang digunakan dalam penelitian ini adalah penelitian penjelasan. Sampel dalam penelitian berjumlah 86 karyawan produksi cetak dan merupakan sampel jenuh. Metode pengumpulan data dalam penelitian ini adalah metode penyebaran kuesioner. Analisis data dalam penelitian ini menggunakan analisis deskriptif dan analisis path. Untuk menganalisis data tersebut menggunakan program SPSS versi 15.0 for windows. Berdasarkan hasil analisis path menujukkan bahwa variabel insentif material (X1) mempunyai pengaruh langsung yang signifikan terhadap kepuasan kerja (Y1) dengan nilai sebesar 0,381. Variabel insentif non material (X2) mempunyai pengaruh langsung yang signifikan terhadap kepuasan kerja (Y1) dengan nilai sebesar 0,452. Variabel insentif material (X1) mempunyai pengaruh langsung yang signifikan terhadap kinerja karyawan (Y2) dengan nilai sebesar 0,403. Variabel insentif non material (X2) mempunyai pengaruh langsung yang signifikan terhadap kinerja karyawan (Y2) dengan nilai sebesar 0,327. Yang terakhir, variabel kepuasan kerja (Y1) berpengaruh langsung yang signifikan terhadap kinerja karyawan (Y2) dengan sebesar 0,200. Kata kunci : insentif material, non material, kepuasan kerja, kinerja karyawan Abstract Human is the driving of the company and the employees are the company's main wealth so it must be maintained properly. To maintain the quality of the employee, companies must provide benefits besides wages / salaries. Benefits besides wages / salary is given to employee in order to he/she has satisfaction and impact on employee performance continues to increase. The main objective of this research is to determine the effect of incentive material impact to employee satisfaction, determine the effect of non-incentive material impact to employee satisfaction, determine the effect of incentives material impact to employee performance, determine the effect of non-material incentive to employee performance, and determine the effect of job satisfaction to employee performance. This type of research that used in this research is explanatory research. Samples in study is amounted to 86 print production employees and it is saturated samples. Methods of data collection in this study is the method of distributing questionnaires. Data analysis in this research use descriptive analysis and path analysis. To analyze the data using SPSS version 15.0 for windows. Based on the results of path analysis shows that the variable material incentive (X1) has a significant direct effect to job satisfaction (Y1) with a value of 0.381. Variable non-material incentive (X2) has a significant direct effect to job satisfaction (Y1) with a value of 0.452. Variable material incentive (X1) has a significant direct effect to employee performance (Y2) with a value of 0.403. Variable non-material incentive (X2) has a significant direct effect to employee performance (Y2) with a value of 0.327. The last, job satisfaction variable (Y1) has a significant direct effect to employee performance (Y2) with a value of 0.200. Keywords : material incentive, non material incentive, job satisfaction, employee performance
PENGARUH MOTIVASI TERHADAP KINERJA KARYAWAN (STUDI PADA KARYAWAN PT. PLN (PERSERO) DISTRIBUSI JAWA TIMUR AREA PELAYANAN DAN JARINGAN MALANG) Alfarez Fajar Sandhria; Kusdi Rahardjo; Hamidah Nayati Utami
Jurnal Administrasi Bisnis Vol 1, No 1 (2013): April
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Abstract

Tujuan penelitian ini yaitu untuk mengetahui dan menjelaskan pengaruh secara simultan dan parsial antara variabel kebutuhan eksistensi (X1), kebutuhan berinteraksi (X2), dan kebutuhan pertumbuhan (X3) terhadap variabel kinerja karyawan (Y). Hasil pengujian yang dilakukan dengan analisis regresi linear berganda dapat diketahui bahwa variabel kebutuhan eksistensi (X1), kebutuhan berinteraksi (X2), dan kebutuhan pertumbuhan (X3) secara simultan mempunyai pengaruh yang signifikan terhadap variabel kinerja karyawan (Y). Diketahui juga nilai R adjusted yaitu sebesar 0,516 hal ini menunjukan bahwa kontribusi variabel bebas motivasi yang terdiri dari kebutuhan eksistensi, kebutuhan berinteraksi dan kebutuhan pertumbuhan adalah sebesar 51,6% terhadap variabel terikat kinerja karyawan sedangkan sisanya 48,4% dipengaruhi oleh variabel bebas lain yang tidak dibahas di dalam penelitian ini. Secara parsial yang dapat dilihat dari uji t menunjukan bahwa kebutuhan eksistensi (X1) mempunyai hubungan yang searah dan signifikan terhadap kinerja karyawan (Y). Variabel kebutuhan berinteraksi (X2) juga mempunyai hubungan yang searah dan signifikan terhadap kinerja karyawan (Y). Variabel kebutuhan pertumbuhan (X3) juga mempunyai hubungan yang searah dan signifikan terhadap kinerja karyawan (Y).
PENGARUH KNOWLEDGE SHARING TERHADAP KOMPETENSI INDIVIDU DAN KINERJA KARYAWAN (Studi pada Karyawan Non-Medis RS Lavalette Malang) Arina Idzna Mardlillah; Kusdi Rahardjo
Jurnal Administrasi Bisnis Vol 46, No 2 (2017): MEI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Abstract

This study aims to analyze and examine the influence among the variables in this study include, knowledge sharing, individual competencies, and employees performance. This research used explanatory research type with quantitative approach. Samples taken 60 non-medical employees of Lavalette Hospital Malang. Data collection methods used are questionaires and documentation. The statistical analysis used are descriptive analysis and inferential analysis consisting of path analysis and t test with SPSS version 18.0. Based on the path analysis result, showed that knowledge sharing has a direct and significant effect on individual competencies, with a beta coefficient of 0.208 and 0.047 value of significance. The indirect effect of knowledge sharing on employes performance through individual competencies, can be explained by 0,349 or 34.9%. Knowledge sharing has a significant effect on employees performance, with a beta coefficient of 0.556 (0.000 value of significance). Individual competencies significantly influence employees performance with a beta coefficient of 0.629 (0.000 value of significance). Keywords : Knowledge Sharing, Individual Competencies, and Employees Performances. АBSTRАK Penelitian ini betujuan untuk menganalisis dan menguji pengaruh antara variabel-variabel yang diteliti dalam penelitian ini, diantaranya, knowledge sharing, kompetensi individu, dan kinerja karyawan. Penelitian ini mengunakan explanatory research dengan pendekatan kuantitatif. Sampel yang diambil sebanyak 60 karyawan non-medis RS Lavalette Malang. Pengumpulan data dilakukan dengan menyebar kuesioner dan dokumentasi. Data yang terkumpul akan dianalisis menggunakan analisis statistik deskriptif dan analisis inferensial yang terdiri dari path analysis dan uji t. Berdasarkan hasil path analysis menunjukkan bahwa variabel knowledge sharing berpengaruh langsung dan signifikan terhadap variabel kompetensi individu, dengan koefisien beta sebesar 0,208 dan signifikansi 0,047. Pengaruh tidak langsung dari knowledge sharing terhadap kinerja karywan melalui kompetensi individu, pengaruhnya sebesar 0,349 atau 34,9%. Variabel knowledge sharing berpengaruh signifikan terhadap variabel kompetensi individu, dengan koefisien beta sebesar 0,556 (signifkansi 0,000), Variabel kompetensi individu berpengaruh signifikan terhadap kinerja karyawan dengan koefisien beta sebesar 0,629 (signifikansi 0,000). Kаtа kunci : Knowledge Sharing, Kompetensi Individu, dan Kinerja Karyawan.
PENGARUH GAYA KEPEMIMPINAN TERHADAP MOTIVASI KERJA KARYAWAN (Studi Penerapan Gaya Kepemimpinan Path-Goal Pada Karyawan Strategic Bussines Unit PT. SIER (Persero), Surabaya) Anggun Pratiwi; Kusdi Rahardjo; Ika Ruhana
Jurnal Administrasi Bisnis Vol 2, No 2 (2013): JUNI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Abstract

Penelitian ini bertujuan untuk mengetahui adanya pengaruh gaya kepemimpinan terhadap motivasi kerja karyawan SBU PT.SIER (Persero), Surabaya baik secara simultan maupun parsial. Penelitian ini menggunakan jenis penelitian penjelasan (explanatory research). Dari hasil penelitian menunjukkan bahwa terdapat pengaruh yang signifikan secara simultan terhadap motivasi kerja karyawan dengan nilai FHitung sebesar 13,849 dimana nilai tersebut lebih besar dari nilai FTabel 2,49 sehingga menghasilkan keputusan bahwa ada pengaruh positif yang signifikan antara gaya kepemimpinan direktif (X1), gaya kepemimpinan suportif (X2), gaya kepemimpinan partisipatif (X3), gaya kepemimpinan berorientasi prestasi (X4) terhadap motivasi kerja karyawan (Y). Sedangkan untuk uji parsial, semua variabel bebas mempunyai nilai Sig.alpha dibawah 0,05 dimana hal tersebut membuktikan bahwa adanya pengaruh gaya kepemimpinan terhadap motivasi kerja karyawan secara parsial. Kata kunci: gaya kepemimpinan, gaya kepemimpinan direktif, gaya kepemimpinan suportif, gaya kepemimpinan partisipatif, gaya kepemimpinan berorientasi prestasi, motivasi kerja karyawan ABSTRACT This study aim to figure out the impact of leadership style on motivation of employees of PT.SIER (Persero), Surabaya whether it is simultaneously or partially. Explanatory research is adopted for this study. The result shows that there are some significant effects showed up simultaneously of leadership style on motivation of the employees with the result of FCount is in the amount of 13,849 which the result is bigger than FTable 2,49. It shows that there are some positive effects which is significant between directive leadership (X1), supportive leadership (X2), participative leadership (X3), achievement oriented leadership (X4) to motivation of the employees (Y). Whereas for the partial test, variable independent have sig.alpha under 0,05 which mean there are some effects of leadership to motivation of the employees partially. Keywords: leadership, directive leadership, supportive leadership, participative leadership, achievement oriented leadership, motivation of the employees
Co-Authors Alam, Titah Mustika Alfarez Fajar Sandhria Andriani Kusumawati Anggi Rizki Zaputri Anggun Pratiwi Antin Rakhmawati Argo, . Arik Darmawan Arik Prasetya Arik Prasetya, Arik Arina Idzna Mardlillah Bambang Swasto Bambang Swasto Sunuharyo Dedi Septiadi Gunawan Deliana, Marlina Eko Ganis Sukoharsono Eko Nurtjahjono, Gunawan Endang Siti Astuti Evaria Novita Ferina Nurlaily Hamidah Nayati Utami Ika Ruhana Imam Suyadi Jaka Nugraha Karuniawan Puji Wicaksono Lalitya Nindya Parahita Nareswari M. Djudi Mukzam M. Kholid Mawardi, M. Kholid Manuhutu, Meldi Martha, Ade Rio Mohamed Salem Masoud Zekri Muhammad Nizar Muhammad Nizar Mukhammad Kholid Mawardi Mustika, Silvia Indra Nasyadizi Nilamsar Noor Ni Made Maharani Dwi Ratnasari Nurul Faliha Oktavia R. Lestari Prisky Amalia Merike Cendera Kasih Raden Rustam Hidayat Rern Jay Hung Rustam Hidayat, Raden Sakti, Trenggono Pujo Silvia Indra Mustika Suhadak Suhadak Sumainah Fauziah Taher Alhabsji Thomas E. V. Rahajaan Tri Wulida Afriyanti Wen-Hsi Lydia Hsu Wen-Hsi Lydia Hsu Yudha Prakasa Yudha Prakasa