p-Index From 2021 - 2026
21.13
P-Index
This Author published in this journals
All Journal MATRIK: JURNAL MANAJEMEN, STRATEGI BISNIS, DAN KEWIRAUSAHAAN Jurnal Penelitian dan Pengembangan Sains dan Humaniora (JPPSH) Media Ekonomi dan Manajemen JUIMA : Jurnal Ilmu Manajemen JAM : Jurnal Aplikasi Manajemen Jurnal Aplikasi Bisnis dan Manajemen (JABM) E-Journal Jurnal Bakti Saraswati Jurnal Mirai Management Asia-Pacific Management and Business Application Jurnal Pengabdian Masyarakat AbdiMas Distribusi YUME : Journal of Management Jurnal Pemberdayaan: Publikasi Hasil Pengabdian Kepada Masyarakat Arthavidya Jurnal Ilmiah Ekonomi International Journal of Communication and Society Review of Management and Entrepreneurship WIDYA MANAJEMEN Budimas : Jurnal Pengabdian Masyarakat Community Development Journal: Jurnal Pengabdian Masyarakat Jurnal Tunas Jurnal Ecogen Jurnal Pengabdian kepada Masyarakat Nusantara Jurnal Cahaya Mandalika JURNAL PENGABDIAN KEPADA MASYARAKAT CAHAYA MANDALIKA (ABDIMANDALIKA) LOSARI: Jurnal Pengabdian Kepada Masyarakat International Journal of Global Accounting, Management, Education, and Entrepreneurship (IJGAME2) COMMUNITY : Jurnal Pengabdian Kepada Masyarakat Jurnal Pengabdian Masyarakat (ABDIRA) Jurnal Arastirma Jurnal WIDYA LAKSMI (Jurnal Pengabdian Kepada Masyarakat) International Journal of Applied Science and Sustainable Development (IJASSD) International Journal of Applied Business and International Management Journal of the Community Development in Asia Asia Pacific Journal of Management and Education Journal of International Conference Proceedings Jurnal Abdi Masyarakat Business and Entrepreneurial Review Jurnal Karya Abdi Masyarakat Jurnal Abdi Dharma Masyarakat Jurnal Ilmiah Pengabdian dan Inovasi Seminar Nasional Aplikasi Iptek (SINAPTEK) Jurnal Pariwisata, Bisnis Digital dan Manajemen Values EMAS: Jurnal Ekonomi, Manajemen dan Bisnis International Journal of Economics and Management Sciences SENEMA
Claim Missing Document
Check
Articles

The Impact of Self-Paced Online Training on Self-Efficacy and Work Engagement In Private Universities, Bali, Indonesia Ni Made Dwi Puspitawati; Andika, Ary Wira; Paramita, Ida Ayu Putu Utami
Jurnal Aplikasi Bisnis dan Manajemen Vol. 9 No. 3 (2023): JABM Vol. 9 No. 3, September 2023
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.9.3.795

Abstract

The Covid-19 pandemic has brought changes in the socio-cultural, economic and educational fields. This event is an important concern in maintaining the performance and condition of lecturers when all activities carried out must use online media. Work enthusiasm is the key to maintaining the desire to work without coercion. This can be achieved if lecturers remain engaged through self-paced online training and self-efficacy. The specific objective of this study is to determine the effect of self-paced online training on self-efficacy and work engagement in Private Universities, Bali, Indonesia. The population is all lecturers at private universities in Bali. The sample in this study were 100 people. The sampling technique used snowball sampling. Data collected through questionnaires followed by validity and reliability tests. Data were analysed using SEM-PLS. The results showed that (1) self-paced online training had a positive and significant effect on work engagement, (2) self-paced online training had a positive and significant effect on self-efficacy, (3) self-efficacy had a positive and significant effect on work engagement. This has the implication that through online training activities can increase confidence in the abilities possessed by lecturers so as to make them more attached to their work. Keywords: private universities, self-efficacy, online training, work engagement
KONFLIK KERJA DALAM ORGANISASI: IMPLIKASINYA TERHADAP PRESTASI KERJA KARYAWAN (Studi pada Karyawan Pemasaran PT. Krida Dinamik Autonusa Mataram) Cahyadi, Irwan; Anggriani, Rini; Imbayani, I Gusti Ayu; Puspitawati, Ni Made Dwi
Distribusi - Journal of Management and Business Vol. 14 No. 1 (2026): Distribusi, March 2026
Publisher : Fakultas Ekonomi dan Bisnis Universitas Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29303/distribusi.v14i1.695

Abstract

In organizational practice, interaction between employees is unavoidable because work is generally done in teams or across departments. Differences in educational background, experience, character, values, and interests often trigger the emergence of work conflicts. This study was conducted to analyze the influence of factors causing employee conflict consisting of resource competition, individual characteristics, task dependency, communication barriers, job boundary blurring, and status issues on the work performance of marketing employees at PT. Krida Dinamik Autonusa Mataram. Data were collected by distributing questionnaires to 54 respondents, then the collected data were analyzed using multiple linear regression analysis methods, by conducting a t-test to prove the proposed hypothesis. The results of the study showed that there was a negative and significant influence between factors causing employee conflict consisting of resource competition, individual characteristics, communication barriers, job boundary blurring, and status issues on the work performance of employees at PT. Krida Dinamik Autonusa Mataram, while the task dependency variable did not have a significant influence on work performance. Companies are advised to improve fair and effective resource management to reduce competition among employees and strengthen working relationships through interpersonal communication and teamwork training. Furthermore, internal communication systems need to be improved to be more opens and clear, and job descriptions should be structured to avoid overlapping tasks. Management also needs to create a transparent system for assigning status and positions to minimize conflict, and develop effective conflict management mechanisms through internal mediation and improving leadership skills in handling workplace conflicts.
The Role of Organizational Commitment Mediating Organizational Climate with Turnover Intention Ni Made Dwi Puspitawati; Ni Putu Cempaka Dharmadewi Atmaja
International Journal of Applied Business and International Management Vol 4, No 3 (2019): December 2019
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/ijabim.v4i3.680

Abstract

The present study attempts to determine the role of organizational commitment mediating organizational climate with turnover intention in Pizza Hut Denpasar, Bali. A company has to concern about turnover intention because it can create instability and uncertainty about employee conditions, as well as increased recruitment cost. Therefore a company is required to be able to retain employees by understanding things that are able to make employees loyal to the company. This study was conducted with a sample of 55 employees in Pizza Hut Denpasar Bali using the questionnaires with Likert Scale to conclude result that found. This study found that organizational climate has a positive and significant effect on organizational commitment, organizational climate has a negative and significant effect on turnover intention, organizational commitment has a negative and significant effect on turnover intention, and organizational commitment partially mediating organizational climate on turnover intention. Employees will have a high commitment to the company if a good organizational climate is created. A high commitment can reduce intention to leave. Future studies might be more do research about turnover intention from different antecedents. Managers need to develop strategic human resources practice to recruit some potential employees and keep spirit for decresing turnover rate.
The Relationship Between Transformational Leadership, Work-Life Balance, and Employee Performance with Job Satisfaction as a Mediating Variable I Made Adhika; I Wayan Widnyana; Ni Made Dwi Puspitawati; Ni Wayan Mita Ekariani
International Journal of Applied Business and International Management Vol 10, No 2 (2025): August 2025
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/ijabim.v10i2.4077

Abstract

The productivity decline and high absenteeism among employees at UD Dewa Dewi Busana Denpasar in 2024 highlight internal issues that may affect performance and job satisfaction. This study examines the influence of transformational leadership and work-life balance on employee performance, with job satisfaction as a mediating variable. Using a quantitative approach and a census of 35 employees, data were collected through questionnaires and interviews, then analyzed using PLS-SEM with SmartPLS 4. Results show that transformational leadership (? = 0.216, t = 2.062, p = 0.042) and work-life balance (? = 0.298, t = 2.382, p = 0.019) significantly improve employee performance. Both also enhance job satisfaction—transformational leadership (? = 0.327, t = 4.057, p = 0.000) and work-life balance (? = 0.540, t = 5.848, p = 0.000). Job satisfaction itself positively affects performance (? = 0.534, t = 3.957, p = 0.000) and partially mediates the effects of transformational leadership (? = 0.175, p = 0.012) and work-life balance (? = 0.289, p = 0.002) on performance. These findings underscore the pivotal role of leadership and work-life balance in enhancing job satisfaction and optimizing performance, particularly in growing fashion retail businesses.
Organizational Citizenship Behavior as Mediator: Competence and Commitment Effects on Performance Tri Hapsari Ni Komang; Kepramareni Putu; Dwi Puspitawati Ni Made; Suardhika I Nengah
International Journal of Applied Business and International Management Vol 10, No 2 (2025): August 2025
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/ijabim.v10i2.4069

Abstract

The performance of public service agencies, such as the Regional Disaster Management Agency (BPBD) of Badung Regency, plays a crucial role in ensuring community satisfaction. Recent declines in the public satisfaction index have raised concerns over employee competence and commitment. This study examines the influence of competence and organizational commitment on employee performance, with organizational citizenship behavior (OCB) as a mediating variable. Using a quantitative approach and a census method, data were collected from 85 BPBD employees and analyzed with Partial Least Squares (SmartPLS 4). The results show that competence (? = 0.398, t = 3.664, p 0.001) and commitment (? = 0.272, t = 2.798, p 0.001) significantly improve performance. Both competence (? = 0.506) and commitment (? = 0.399) positively influence OCB, which in turn significantly enhances performance (? = 0.269, t = 2.841, p = 0.005). Mediation testing confirms that OCB partially mediates the effects of competence (? = 0.136, p = 0.029) and commitment (? = 0.107, p = 0.015) on performance. These findings highlight the importance of fostering OCB to maximize the positive impact of competence and commitment on service quality
The Influence of Transformational Leadership and Organizational Culture on Employee Performance with Organizational Commitment as a Mediating Variable I Wayan Oka Putra Suartama; I Gede Cahyadi Putra; Ni Made Dwi Puspitawati; I Nengah Suardhika
Asia Pacific Journal of Management and Education (APJME) Vol 7, No 3 (2024): November 2024
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/apjme.v7i3.3547

Abstract

Using organizational commitment as a mediating variable, this study looks at how transformational leadership and organizational culture affect worker performance at the Ministry of Law and Human Rights' Bali Regional Office. Utilizing SEM-PLS 3.0 for data analysis, the study included 169 employees with a sample size of 168. The findings indicated that organizational culture had a positive and significant impact on employee performance, while transformational leadership had no discernible effect. Furthermore, organizational culture and transformational leadership both improved organizational commitment, which in turn improved performance. The impact of organizational culture on employee performance was partially mediated by organizational commitment, while the effect of transformational leadership was fully mediated by it. These results suggest that since a positive organizational culture directly improves performance, enhancing it may be necessary to improve employee performance at the Bali Regional Office. Despite not having a direct impact on performance, transformational leadership is essential for increasing organizational commitment, which eventually improves worker performance. Therefore, initiatives to improve commitment and culture may be important tactics for improving employee results.
The Impact of Digital Literacy and Communication on Employee Performance via Work Motivation Supriyadi Supriyadi; Ni Made Dwi Puspitawati; Gde Bayu surya Parwita; Agus Wahyudi Salasa gama
Journal of The Community Development in Asia Vol 8, No 3 (2025): September 2025
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/jcda.v8i3.4100

Abstract

Digital transformation demands that organizations strengthen their digital literacy culture and internal communication to enhance workforce performance. This research investigates the impact of digital literacy culture and communication on employee performance, with work motivation serving as a mediating variable. Using a quantitative method, data were collected from 45 employees via a Likert-scale survey. Structural Equation Modeling (SEM) with Partial Least Squares (PLS) version 4.0 was employed for data analysis. Findings reveal that digital literacy culture and communication both have substantial positive effects on workforce performance, with path coefficients of 0.292 and 0.331, respectively. Additionally, work motivation significantly influences performance (? = 0.487) and partially mediates the connections among the independent variables and workforce performance. This study highlights the essential significance of digital literacy culture in improving workforce performance through motivation. The results suggest that fostering digital skills and effective communication can boost motivation, ultimately leading to better performance. Organizations are advised to adopt strategies promoting digital literacy and communication to sustain performance improvements.
Compensation and Work Facilities as Determinants of Lecturer Performance: The Mediating Role of Work Motivation Gifari Iman Nugroho; I Made Dauh Wijana; Ni Made Dwi Puspitawati; Ni Putu Cempaka Dharmadewi Atmaja
Journal of The Community Development in Asia Vol 8, No 3 (2025): September 2025
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/jcda.v8i3.4098

Abstract

This study is motivated by the declining performance of lecturers at the Denpasar Islamic Religious College, particularly reflected in limited research activities. The purpose is to examine the influence of compensation and work facilities on lecturer performance, with work motivation as a mediating variable. A quantitative approach was applied, collecting data through questionnaires from 30 permanent lecturers using the census technique. Data were analyzed with Partial Least Squares (PLS), a structural equation modeling (SEM) method for assessing direct and indirect relationships. The findings show that compensation (p = 0.736; t = 0.337) and work facilities (p = 0.995; t = 0.007) have no significant direct effect on lecturer performance. However, compensation (p = 0.000; t = 4.141) and work facilities (p = 0.027; t = 2.128) significantly influence work motivation, which in turn positively impacts performance (p = 0.030; t = 3.009). Mediation analysis confirms that work motivation fully mediates the relationship between compensation, work facilities, and performance. The study concludes that strengthening lecturer motivation is essential for enhancing performance, emphasizing the importance of better compensation systems and adequate work facilities.
OPTIMALISASI KOMPETENSI SUMBER DAYA MANUSIA DALAM USAHA MENINGKATKAN KINERJA KARYAWAN PADA BAGIAN LAUNDRY AEROCATERING DENPASAR Ni Made Dwi Puspitawati; I Gede Yuka Pramana; Rini Anggriani
PROSIDING SEMINAR NASIONAL PENGABDIAN MASYARAKAT (SENEMA) Vol 5 No 1 (2026): PROSIDING SEMINAR NASIONAL PENGABDIAN MASYARAKAT (SENEMA)
Publisher : Universitas Mahasaraswati Denpasar

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

Abstract

Permasalahan yang dihadapi pada Unit Laundry Aerocatering Denpasar adalah belum optimalnya kompetensi sumber daya manusia yang berdampak pada kinerja karyawan, yang ditunjukkan dengan masih terjadinya pencucian ulang (re-wash), kesalahan pemilahan jenis kain, penggunaan bahan kimia yang kurang tepat, serta belum optimalnya manajemen waktu dalam menyelesaikan pekerjaan sesuai standar on-time performance. Tujuan kegiatan ini adalah untuk meningkatkan kompetensi sumber daya manusia dalam rangka meningkatkan kinerja karyawan pada bagian Laundry Aerocatering di Denpasar. Metode pelaksanaan kegiatan menggunakan pendekatan edukasi-implementatif yang dilakukan melalui tahapan identifikasi, edukasi, dan implementasi. Program kerja yang dilaksanakan meliputi workshop teknis dan Standard Operational Procedure (SOP), penyusunan alat bantu kerja berupa poster atau Quick Reference Guide, serta pendampingan kerja melalui metode On-the-Job Training (OJT). Hasil kegiatan menunjukkan adanya peningkatan pemahaman dan keterampilan karyawan dalam penggunaan mesin, pemilahan jenis kain, serta penggunaan bahan kimia sesuai standar operasional prosedur. Selain itu, penyediaan alat bantu kerja membantu mengurangi kesalahan kerja dan meningkatkan efisiensi waktu kerja. Kesimpulan dari kegiatan ini adalah optimalisasi kompetensi sumber daya manusia melalui pelatihan teknis, standarisasi SOP, dan penyediaan alat bantu kerja mampu meningkatkan kinerja karyawan pada bagian laundry sehingga pekerjaan menjadi lebih efektif dan efisien.
The Integrated Role of Individual Characteristics, Self-Efficacy, and Competence in Improving Employee Performance Ni Kadek Ayu Novita Sari; Ni Made Dwi Puspitawati; Tiara Carina
EMAS: Jurnal Ekonomi, Manajemen dan Bisnis Vol. 7 No. 5 (2026): EMAS
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36733/emas.v7i5.14111

Abstract

Employee performance refers to the work results and work behavior achieved in completing assigned tasks and responsibilities within a specific period. This study was conducted to examine the influence of individual characteristics, self-efficacy, and competence on employee performance at the Infinity Training Centre Badung. The study population consisted of all 34 employees at the Infinity Training Centre Badung, and a saturated sample was used. To achieve the desired objectives, the study employed multiple linear regression. The results indicated that individual characteristics have a positive and significant effect on employee performance at the Infinity Training Centre Badung, self-efficacy has a positive and significant effect on employee performance at the Infinity Training Centre Badung, and competence has a positive and significant effect on employee performance at the Infinity Training Centre Badung.
Co-Authors A A Sg Eli Pertami Dewi Saraswati A.A. Gde Dinda Kusuma A.A.Made Alit Putra Adhi Krisna Yuliawan Agus Wahyudi Salasa Gama Alwi Anak Agung Ayu Dian Andriyani Anak Agung Intan Anak Agung Istri Bintang Cantika Devi Anggriani, Rini Ardianti, Ni Putu Indah Ade Ary Wira Andika Cahya Putri Damayanti , Ni Luh Made Cahyadi, Irwan Carina , Tiara Cokorda Prabu Pemayun Desak Kadek Sudiati Desak Made Mya Yudia Sari Dewa Ayu Putri Dwi Pratiwi Dewa Gede Agung Gana Kumara Dewa Gede Artha Ariasa Dewi Purnama Sari Djuni Henri Taneo Dwinata JS, I Putu Wahyu Dwipa, I Made Suryana Gde Bayu Surya Parwita Gde Bayu Surya Prawita Gde Bayu Suya Parwita Gifari Iman Nugroho Gissella Nurcahyani Suharto Gissella Nurcahyani Suharto Gregorius Paulus Tahu Gusti Agung Ayu Laksmi Werdhiasih Dewi Gusti Ayu Dian Candrakirani Gusti Ayu Kartika Suri Gusti Ayu Lena Arwita Hamdani Hardayani, Ni Putu Ayu Savitri Histayanthi, Kadek Dwi I Dewa Gede Agung Pandawana I Dewa Made Arik Permana Putra I Dewa Nyoman Usadha I GD Yudha Partama I Gede Cahyadi Putra I Gede Darma Putra I Gede Iwan Sudipa I Gede Riana I Gede Rihayana I Gede Satrya Ariwibawa I Gede Tri Suryawan I Gede Yuka Pramana I Gusti Agung Ayu Purnami Yogi I Gusti Agung Ngurah Alit Darma Putra I Gusti Ayu Imbayani I Gusti Bagus Wira Kurnia Saputra I Gusti Made Darma Putra Arimbawa I Kadek Arya Dwi Prayana Putra I Kadek Cahyadi Budi I Kadek Gelgel Deddy Setiawan I Ketut Wiartha I Komang Agung Pramana Karang I Komang Keju Palguna I Komang Oka Permadi I Made Adhika I Made Adhika I Made Aditya Wardana I Made Agus Budiana I Made Dauh Wijana I Made Edi Saputra Mahendra I Made Herdi Arya Dwi Permana I Made Krisna Prananda I Made Risma M Arsha I Made Sony Indrawan I Made Wahyu Wijaya I Made Wikan Dwi Prasetya I Nengah Aristana I Nengah Suardhika I Nengah Sudja I Nyoman Agus Hendra Maryawan I Nyoman Asna Karmana I Nyoman Gede Widiana I Nyoman Gunayasa I Nyoman Resa Adhika I Putu Ardiana Putra I Putu Gede Bayu Artawan I Putu Gede Rangga Raditya I Putu Krisna Candra Oka Diputra I Putu Nugraha Adi Putra Yasa I Wayan Oka Putra Suartama I Wayan Satya Dwiantara I Wayan Widnyana Ida Ayu Komang Tiara Pratistha Sari Ida Ayu Putri Gita Ardiantari Ida Ayu Putu Clarantya Dyentari Surya Ida Ayu Putu Utami Paramita Ida Ayu Putu Utami Paramita Ida Bagus Ngurah JS, I Putu Wahyu Dwinata Kadek Alan Pranata Kadek Ayu Kartini Kadek Dody Pramarta Kadek Dwi Rista Rini Kadek Edi Miyana Putra Kadek Erika Wahyuni Kadek Jyoti Dewi Narayani Kadek Novi Natalia Kadek Rista Ananda Putra Kadek Yobi Dharma Putra Kadek Yobi Dharma Putra Kanadjo, Leni Marlina Khrisna, Putu Gede Indra Komang Tri Aprilia Komang Tri Wahyuni . Krisna Kurniari Leni Marlina Kanadjo Luh Gede Dwipani Luh Gede Putu Purnawati Luh Gede Rosita Febrianti Luh Putri Mas Mirayani Luh Putu Meilya Widyasti M. Rimawan Made Hendra Wijaya Made Ika Prastyadewi Made Pradnyan Permana Usadi Mentari, Ni Made Indah Mentari, Ni Made Indah Mentari Natalia, Kadek Novi Nengah Landra Ni Kadek Ayu Diah Candra Dewi Ni Kadek Ayu Novita Sari Ni Kadek Budiani Ni Kadek Dina Pratiwi Ni Kadek Dwi Damayanti Ni Kadek Febriantari Ni Kadek Mega Yuli Anjani Ni Kadek Mirayani Ni Kadek Muliani Ni Kadek Nonik Rasminingsih Ni Kadek Purnadewi Ni Kadek Purnama Dewi Ni Kadek Reza Pramudya Dewi Ni Kadek Rina Sepriyani Ni Kadek Riskayanti Ni Kadek Sutya Dewi Ni Kadek Ulan Dari Ni Kadek Valentina Febrianti Ni Kadek Wirastini Ni Ketut Ratna Parmitha Dewi Ni Ketut Sinta Santania Maharani Ni Komang Dila Merliyani Ni Komang Lisnawati Ni Komang Meri Ari Santi Ni Komang Sekar Mariyani Ni Komang Sekar Mariyani Ni Komang Suwartini Ni Komang Trisnawati Ni Komang Triya Cahyati Ni Luh Gede Putu Purnawati Ni Luh Gede Putu Purnawati Ni Luh Gede Raniati Ni Luh Mitha Devi Yanti Ni Luh Nikmawati Dewi Ni Luh Putu Arik Juniari Ni Luh Putu Liana Dewi Ni Luh Putu Rita Yudihari Ni Luh Putu Rita Yudihari Ni Luh Putu Sintyawati Ni Luh Yuvina Natalia Ni Made Anisa Wira Setia Prema Sundhari Ni Made Ari Trisnayanti Ni Made Depita Sari Ni Made Dwi Apsari Natalisa Ni Made Indah Mentari Ni Made Indah Noveny Putri Ni Made Kristina Andika Ni Made Mustyani Ni Made Pebiari Ni Made Putri Desi Antari Ni Made Sri Puspita Dewi Ni Made Yudhaningsih ni made yudhaningsih, ni made Ni Nym Adhi Sukmanitri Ni Nyoman Suryani Ni Nyoman Trianti Ni Putu Arya Juliantari Ni Putu Ayu Savitri Hardayani Ni Putu Ayu Savitri Hardayani Ni Putu Ayu Savitri Hardayani Ni Putu Cempaka Dharmadewi Ni Putu Cempaka Dharmadewi Atmaja Ni Putu Devi Ariananda Putri Ni Putu Indah Ade Ardianti Ni Putu Lilian Ni Putu Linda Ayu Pramesti Ni Putu Lisa Ernawatiningsih Ni Putu Siska Pratiwi Ni Putu Uma Shintya Dewi Darki Ni Putu Veren Vivianty Ni Putu Viranitha Dewi Pertiwi Ni Putu Yeni Astiti Ni Wayan Indah Safitri Rahayuni Ni Wayan Mita Ekariani Ni Wayan Sari Wahyuni Ni Wayan Setya Dewi Ni Wayan Viniari Noviana Dewi Setianingrum Ovriyadin, Ovriyadin Ovriyaidn Pande Ketut Ribek Partama, I GD Yudha Partama, I GD. Yudha Permana, I Putu Andri Pradnya Semita, Ni Kadek Dhea Kirana Pramawati, I.D.A Tantri Puji Muniarty Putra , I Dewa Made Arik Permana Putra, Kadek Yobi Dharma Putri Agung Permata Sari Putri Gita Ardiantari Ida Ayu Putu Aditya Parodya Putu Agus Eka Rismawan Putu Agus Eka Rismawan Putu Ardina Juliastuti Putu Ayuni Cantika Putu Gede Arya Nugraha Putu Gede Indra Khrisna Putu Gede Indra Khrisna Putu Iin Budi Purna Dewi Putu Kepramareni Putu Pradiva Putra Salain, Putu Pradiva Putu Venny Sri Rahayu R. Sapto Hendri Boedi Soesatyo Rini Anggriani Sang Ayu Setya Nusani Sari, Ni Komang Santi Yulia Suari, Luh Ketut Adnya Suliati, Ni Nyoman Supriyadi Supriyadi Thegi Mintara Tiara Carina Tiara Carina Tjokorda Istri Praganingrum Tjokorda Istri Tuty Ismayanthi Tjokorde Gede Agung Paruseva Pemayun Tri Hapsari Ni Komang Usadi, Made Pradnyan Permana Wati, Ni Made Widya Yudihari, Ni Luh Putu Rita