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The Effect of Creativity, Self-Efficacy, And Workload on Employee Performance at Jaens Spa Ubud, Bali Maharani, Ni Ketut Sinta Santania; Puspitawati, Ni Made Dwi; Parwita, Gde Bayu Surya
EMAS Vol. 7 No. 2 (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.v7i2.13697

Abstract

This study aims to examine and analyze the extent to which servant leadership, interpersonal communication, and knowledge sharing contribute to improving employee performance at Smoke.Bali Restaurant, located in Badung Regency, Bali. Using a quantitative approach, this study involved all 42 employees as respondents through a total census technique. Data collection was conducted using a questionnaire that adopted a five-point Likert scale, then processed using multiple linear regression analysis through SPSS software. The main findings show that the three independent variables, both partially and simultaneously, have a positive and significant effect on employee performance. The Adjusted R Square value reached 0.679, indicating that approximately 67.9% of employee performance variability can be explained by the combination of servant leadership, interpersonal communication, and knowledge sharing, while the rest is influenced by other factors outside the model. The beta coefficients for each variable were 0.448 for servant leadership (p < 0.001), 0.513 for interpersonal communication (p < 0.001), and 0.546 for knowledge sharing (p < 0.001). These results are consistent with PathGoal Theory and a number of previous empirical studies, which confirm the important role of servant leadership, effective communicative interaction, and a culture of knowledge sharing in the context of the competitive hospitality industry. Practical implications for restaurant management include developing servant leadership training programs, optimizing internal communication channels, and initiatives to encourage knowledge exchange among employees to achieve more optimal operational performance.
The Effect of Servant Leadership, Interpersonal Communication, And Knowledge Sharing on Employee Performance at Smoke.Bali Restaurant, Badung Putra, I Gusti Agung Ngurah Alit Darma; Puspitawati, Ni Made Dwi; Carina, Tiara
EMAS Vol. 7 No. 2 (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.v7i2.13698

Abstract

This study aims to examine and analyze the extent to which servant leadership, interpersonal communication, and knowledge sharing contribute to improving employee performance at Smoke.Bali Restaurant, located in Badung Regency, Bali. Using a quantitative approach, this study involved all 42 employees as respondents through a total census technique. Data collection was conducted using a questionnaire that adopted a five-point Likert scale, then processed using multiple linear regression analysis through SPSS software. The main findings show that the three independent variables, both partially and simultaneously, have a positive and significant effect on employee performance. The Adjusted R Square value reached 0.679, indicating that approximately 67.9% of employee performance variability can be explained by the combination of servant leadership, interpersonal communication, and knowledge sharing, while the rest is influenced by other factors outside the model. The beta coefficients for each variable were 0.448 for servant leadership (p < 0.001), 0.513 for interpersonal communication (p < 0.001), and 0.546 for knowledge sharing (p < 0.001). These results are consistent with Path Goal Theory and a number of previous empirical studies, which confirm the important role of servant leadership, effective communicative interaction, and a culture of knowledge sharing in the context of the competitive hospitality industry. Practical implications for restaurant management include developing servant leadership training programs, optimizing internal communication channels, and initiatives to encourage knowledge exchange among employees to achieve more optimal operational performance.
Leadership and Employee Creativity: The Mediation Role of Intrinsic Motivation Aristana, I Nengah; Puspitawati, Ni Made Dwi; Ismayanthi, Tjokorda Istri Tuty
Media Ekonomi dan Manajemen Vol 38, No 1 (2023): January 2023
Publisher : Fakultas Ekonomika dan Bisnis UNTAG Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56444/mem.v38i1.3270

Abstract

This study aims to analyze the effect of transformational leadership, entrepreneurial leadership, and intrinsic motivation on employee creativity and to investigate the role of intrinsic motivation as a mediation. This research was conducted in the export craft industry, with a quantitative approach. Collecting data using a questionnaire distributed to 114 employees, then the data is evaluated with SmartPLS 3.2.9. The results of the analysis show that transformational leadership is related to intrinsic motivation and employee creativity. While entrepreneurial leadership is related to creativity but not related to intrinsic motivation. Intrinsic motivation has been shown to mediate transformational leadership and not to mediate entrepreneurial leadership. These results can practically provide leaders with paying attention to intrinsic motivation to increase employee creativity.
Assessing The Influence of Work-Life Balance, Work Stress, And Workload on Employee Performance: Evidence From Champlung Mas Hotel Resort & Spa Legian Kuta Bali Dwiantara, I Wayan Satya; Puspitawati, Ni Made Dwi; Carina, Tiara
EMAS Vol. 7 No. 3 (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.v7i3.13778

Abstract

Employee performance is the work achieved by an individual or group of individuals in a company in accordance with their respective authority and responsibilities, organizational objectives, without violating the law and without conflicting with morals and ethics. This study aims to determine the effect of work-life balance, work stress, and workload on employee performance at the Champlung Mas Resort & Spa Legian Kuta Bali Hotel. This study uses data analysis methods, namely multiple linear regression analysis and hypothetical testing, namely T-test analysis. The results show that work-life balance has a positive and significant effect on employee performance at Champlung Mas Resort & Spa Legian Kuta Bali. Work stress has a negative effect on employee performance at Champlung Mas Resort & Spa Legian Kuta Bali. Workload has a negative effect on employee performance at Champlung Mas Resort & Spa Legian Kuta Bali.
Employee Performance in A Rural Bank: The Effects of Work–Life Balance, Workload, And Self-Efficacy (Case of PT Bank Perekonomian Rakyat Desa Sanur, Bali) Putra, I Kadek Arya Dwi Prayana; Puspitawati, Ni Made Dwi; Parwita, Gde Bayu Surya
EMAS Vol. 7 No. 3 (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.v7i3.13787

Abstract

Employee performance plays a key role in determining an organization's success in achieving its goals. Specifically, optimal performance demonstrates the ability, responsibility, and dedication of workers in carrying out their duties based on industry standards. However, at PT. Bank Perekonomian Desa Sanur, employee performance has declined and fluctuated. This can be seen from the unstable achievement of targets. This condition is thought to be caused by factors such as work-life balance, workload, and employee self-efficacy. Therefore, this study aims to examine the influence of work-life balance, workload, and self-efficacy on employee performance at PT. Bank Perekonomian Desa Sanur. The data collection methods used in this study include interviews, observation, documentation, and questionnaires. The approach applied is quantitative using multiple linear regression, which is analyzed through SPSS. The population of this study includes all employees of PT. Bank Perkekonomian Desa Sanur, with a sample of 35 respondents obtained through a saturated sampling technique. The results of the study state that work-life balance has a positive and significant effect on employee performance. This means that the better the balance between personal life and work, the better the employee performance. On the other hand, workload has a negative and significant effect. This means that the higher the workload felt by workers, the lower their performance. Self-efficacy shows a positive and significant effect. The findings confirm that the higher the level of self-efficacy in employees, the better their performance.
The Effect of Work-Family Conflict, Organizational Citizenship Behavior, And Job Placement on Job Satisfaction Among Employees at BKPSDM Badung Regency Kartini, Kadek Ayu; Aristana, I Nengah; Puspitawati, Ni Made Dwi
EMAS Vol. 7 No. 3 (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.v7i3.13796

Abstract

This study aims to analyze the effect of work-family conflict, organizational citizenship behavior, and job placement on employee job satisfaction at BKPSDM Badung Regency. This study is quantitative in nature. The population in this study consists of all 87 employees of BKPSDM Badung Regency. The sampling technique used is the saturated sample technique, where the selection in this study uses the entire population. The data analysis technique used in this study was Multiple Linear Regression Analysis. The results showed that work-family conflict had a negative and significant effect on job satisfaction at BKPSDM Badung Regency. This means that a decrease in work-family conflict in the work environment of BKPSDM Badung Regency employees can have a positive impact on increasing job satisfaction. Organizational citizenship behavior has a positive and significant effect on job satisfaction at BKPSDM Badung Regency. This means that the better the organizational citizenship behavior of each employee, the more positive the impact on increasing job satisfaction at BKPSDM Badung Regency. Job placement has a positive and significant effect on job satisfaction at BKPSDM Badung Regency. This means that the more appropriate the job placement of employees implemented by the Badung Regency BKPSDM, the more positive the impact on increasing job satisfaction. The researcher suggests that future researchers should add other variables such as internal control, compensation, competence, and others. In addition, it is necessary to increase the number of samples and expand the scope of the research beyond the Badung Regency BKPSDM.
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.
PENGARUH WORK-LIFE BALANCE, STRES KERJA DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PADA PT. LIGHTHOUSE VENTURES KEROBOKAN, BADUNG Ni Kadek Riskayanti; Ni Made Dwi Puspitawati; Tiara Carina
Jurnal Bakti Saraswati (JBS) Vol. 15 No. 1 (2026): JBS (Jurnal Bakti Saraswati)
Publisher : Lembaga Penelitian dan Pengabdian Masyarakat (LPPM), Universitas Mahasaraswati Denpasar, Bali, Indonesia

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

Abstract

Dalam lingkungan bisnis, perusahaan diharuskan bisa menjaga kinerja staf mereka agar tetap optimal untuk mempertahankan posisi kompetitif dalam lingkungan bisnis yang semakin kompetitif. Penting untuk mengidentifikasi elemen-elemen yang memengaruhi kinerja dan menerapkan penyesuaian secara berkelanjutan untuk meningkatkan kinerja. Studi ini memiliki tujuannya agar meneliti bagaimana performa kerja tenaga kerja di PT. Lighthouse Ventures Kerobokan, Badung, dipengaruhi oleh keseimbangan Work-Life Balance, stres kerja dan kepuasan kerja. Strategi pengambilan sampel jenuh digunakan untuk menggunakan seluruh 52 karyawan sebagai sampel. Teknik regresi linier berganda yang dipergunakan ialah memproses data yang dilakukan melalui dengan metode analisis linier berganda. Hasil telaah menjabarkan jika Work-Life Balance berpengaruh positif dan signifikan terhadap kinerja karyawan, stres kerja tidak signifikan berpengaruh, serta kepuasan kerja berpengaruh positif dan signifikan. Hasil penelitian menegaskan pentingnya keseimbangan antara pekerjaan dan kehidupan pribadi, stres kerja serta kepuasan kerja agar karyawan bisa meningkatkan kinerja.
PENGARUH LINGKUNGAN KERJA FISIK TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN PADA PT. TMK BADUNG Ni Luh Putu Liana Dewi; Ni Made Dwi Puspitawati; Gde Bayu Surya Parwita
VALUES Vol. 7 No. 1 (2026): Values
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis UNMAS

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

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh lingkungan kerja fisik terhadap kepuasan kerja dan kinerja karyawan, serta peran kepuasan kerja sebagai variabel mediasi pada PT. TMK Badung. Lingkungan kerja fisik merupakan salah satu faktor penting yang dapat memengaruhi kondisi psikologis karyawan dalam menjalankan aktivitas kerja, khususnya pada industri makanan dan minuman yang menuntut kecepatan dan kualitas pelayanan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode sensus, di mana seluruh karyawan PT. TMK yang berjumlah 58 orang dijadikan responden. Data dikumpulkan melalui kuesioner dengan skala Likert lima poin dan dianalisis menggunakan Partial Least Square–Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa lingkungan kerja fisik tidak berpengaruh signifikan secara langsung terhadap kinerja karyawan. Namun, lingkungan kerja fisik berpengaruh positif dan signifikan terhadap kepuasan kerja, serta kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Selain itu, kepuasan kerja terbukti memediasi secara penuh (full mediation) pengaruh lingkungan kerja fisik terhadap kinerja karyawan. Temuan ini mengindikasikan bahwa perbaikan lingkungan kerja fisik belum mampu meningkatkan kinerja karyawan secara langsung, tetapi harus terlebih dahulu meningkatkan kepuasan kerja karyawan. Oleh karena itu, perusahaan perlu memperhatikan aspek kenyamanan fisik kerja sebagai upaya meningkatkan kepuasan kerja guna mendorong kinerja karyawan secara optimal.
Managing Employee Performance in Tourism Services: The Integrated Role of Work-Life Balance, Work-Related Stress, And Workload Putra, I Putu Ardiana; Puspitawati, Ni Made Dwi; Parwita, Gde Bayu Surya
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.v7i5.14114

Abstract

The purpose of this study is to analyze how work-life balance, work-related stress, and workload affect employee performance at Infinity Bali Adventure. This study employs a quantitative method using a saturated sampling technique, involving all 40 employees as respondents. Data were collected through the distribution of questionnaires that had undergone reliability, validity, and classical assumption tests. The results demonstrate that work-life balance has a significant positive contribution to employee performance; that is, a better work-life balance tends to improve employee performance. Meanwhile, work-related stress and workload have a significant negative impact on employee performance, indicating that an increase in work-related stress or workload tends to reduce employee performance. Therefore, management is advised to enhance and maintain the implementation of work-life balance, as well as reduce work-related stress levels and manage workload distribution proportionally to ensure optimal employee performance.
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 Andika, Ary Wira Anggriani, Rini Aprilia, Komang Tri Ardianti, Ni Putu Indah Ade Arimbawa, I Gusti Made Darma Putra Artawan, I Putu Gede Bayu Arwita, Gusti Ayu Lena Budi, I Kadek Cahyadi Cahya Putri Damayanti , Ni Luh Made Cahyadi, Irwan Carina , Tiara Cokorda Prabu Pemayun Dari, Ni Kadek Ulan Darki, Ni Putu Uma Shintya Dewi Desak Kadek Sudiati Desak Made Mya Yudia Sari Devi, Anak Agung Istri Bintang Cantika Dewa Ayu Putri Dwi Pratiwi Dewa Gede Agung Gana Kumara Dewa Gede Artha Ariasa Dewi Purnama Sari Dewi, Gusti Agung Ayu Laksmi Werdhiasih Dewi, Ni Kadek Sutya Djuni Henri Taneo Dwiantara, I Wayan Satya Dwinata JS, I Putu Wahyu Dwipa, I Made Suryana Febrianti, Luh Gede Rosita Gde Bayu Surya Parwita Gde Bayu Surya Parwita Gde Bayu Surya Parwita Gde Bayu Surya Prawita Gde Bayu Suya Parwita Gifari Iman Nugroho Gissella Nurcahyani Suharto Gissella Nurcahyani Suharto Gregorius Paulus Tahu Gunayasa, I Nyoman Gusti Ayu Dian Candrakirani Gusti Ayu Kartika Suri Hamdani Hardayani, Ni Putu Ayu Savitri Histayanthi, Kadek Dwi I Dewa Gede Agung Pandawana I Dewa Made Arik Permana Putra 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 Ayu Imbayani I Gusti Bagus Wira Kurnia Saputra I Kadek Gelgel Deddy Setiawan I Ketut Wiartha 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 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 Resa Adhika I Putu Gede Rangga Raditya I Putu Krisna Candra Oka Diputra I Wayan Oka Putra Suartama 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 Ayu, Putri Gita Ardiantari Ida Bagus Ngurah Ismayanthi, Tjokorda Istri Tuty JS, I Putu Wahyu Dwinata Kadek Alan Pranata Kadek Dwi Rista Rini Kadek Edi Miyana Putra Kadek Erika Wahyuni Kadek Rista Ananda Putra Kadek Yobi Dharma Putra Kadek Yobi Dharma Putra Kanadjo, Leni Marlina Karang, I Komang Agung Pramana Kartini, Kadek Ayu Khrisna, Putu Gede Indra Komang Tri Wahyuni . Luh Gede Dwipani Luh Gede Putu Purnawati Luh Putri Mas Mirayani Luh Putu Meilya Widyasti M. Rimawan Made Hendra Wijaya Made Ika Prastyadewi Made Pradnyan Permana Usadi Maharani, Ni Ketut Sinta Santania Mentari, Ni Made Indah Mentari, Ni Made Indah Mentari Mirayani, Ni Kadek Narayani, Kadek Jyoti Dewi Natalia, Kadek Novi Nengah Landra Ni Kadek Ayu Diah Candra Dewi Ni Kadek Ayu Novita Sari Ni Kadek Budiani Ni Kadek Dwi Damayanti Ni Kadek Febriantari Ni Kadek Mega Yuli Anjani 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 Valentina Febrianti Ni Kadek Wirastini Ni Ketut Ratna Parmitha Dewi Ni Komang Dila Merliyani Ni Komang Lisnawati 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 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 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 Lisa Ernawatiningsih 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 Pramarta, Kadek Dody Pramawati, I.D.A Tantri Pramesti, Ni Putu Linda Ayu Prananda, I Made Krisna Prasetya, I Made Wikan Dwi Pratiwi, Ni Kadek Dina Puji Muniarty Putra , I Dewa Made Arik Permana Putra, I Gusti Agung Ngurah Alit Darma Putra, I Kadek Arya Dwi Prayana Putra, I Putu Ardiana Putra, Kadek Yobi Dharma Putri Agung Permata Sari 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 Pradiva Putra Salain Putu Venny Sri Rahayu R. Sapto Hendri Boedi Soesatyo Raniati, Ni Luh Gede Rini Anggriani Sang Ayu Setya Nusani Santi, Ni Komang Meri Ari Sari, Ni Komang Santi Yulia Sari, Ni Made Depita Suari, Luh Ketut Adnya Suliati, Ni Nyoman Supriyadi Supriyadi Thegi Mintara Tiara Carina Tiara Carina Tjokorda Istri Praganingrum Tjokorde Gede Agung Paruseva Pemayun Usadi, Made Pradnyan Permana Wati, Ni Made Widya Yudihari, Ni Luh Putu Rita