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All Journal Excellent Jurnal Manajemen Bisnis Syntax Jurnal Informatika Jurnal Teknik Elektro EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis MIX : Jurnal Ilmiah Manajemen International Journal of Artificial Intelligence Research Journal of Government and Civil Society Journal of Economic, Bussines and Accounting (COSTING) Scientific Journal of Reflection : Economic, Accounting, Management and Business JURNAL EDUCATION AND DEVELOPMENT JURNAL PENDIDIKAN TAMBUSAI AL-TANZIM : JURNAL MANAJEMEN PENDIDIKAN ISLAM JSHP (Jurnal Sosial Humaniora dan Pendidikan) Wahana: Jurnal Ekonomi, Manajemen dan Akuntansi Syntax Idea Dinasti International Journal of Management Science Dinasti International Journal of Education Management and Social Science Jurnal Ilmiah Edunomika (JIE) MEDIA MANAJEMEN JASA Dinasti International Journal of Digital Business Management Journal Informatic, Education and Management (JIEM) Jurnal Syntax Imperatif : Jurnal Ilmu Sosial dan Pendidikan Aliansi : Jurnal Manajemen dan Bisnis Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) ADI Bisnis Digital Interdisiplin (ABDI Jurnal) Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) Jurnal Cahaya Mandalika International Journal of Business, Law, and Education Devotion: Journal of Research and Community Service Kontigensi: Jurnal Ilmiah Manajemen Oikos - Nomos : Jurnal Kajian Ekonomi dan Bisnis Jurnal Ekonomi Co-Value : Jurnal Ekonomi, Koperasi & Kewirausahaan Arus Jurnal Sosial dan Humaniora Journal of Social Research East Asian Journal of Multidisciplinary Research (EAJMR) AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis AKADEMIK: Jurnal Mahasiswa Humanis Formosa Journal of Multidisciplinary Research (FJMR) Annals of Human Resource Management Research Journal of Social And Economics Research Journal of Scientech Research and Development Journal of Comprehensive Science Jurnal Ekonomi Utama (Juria) Jurnal Manajemen Bisnis dan Organisasi Return : Study of Management, Economic and Bussines Jurnal MENTARI: Manajemen, Pendidikan dan Teknologi Informasi Journal of Artificial Intelligence and Digital Business Eduvest - Journal of Universal Studies Moneter : Jurnal Keuangan dan Perbankan Priviet Social Sciences Journal Media Abdimas Lentera: Multidisciplinary Studies Blantika : Multidisciplinary Journal Journal of Innovative and Creativity Mandalika Journal of Business and Management Studies Asian Journal of Management, Entrepreneurship and Social Science Mandalika Journal of Community Services International Journal of Economics Studies Jurnal Cendekia Ilmiah Lentera: Multidisciplinary Studies
Harries Madiistriyatno
Universitas Mitra Bangsa
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Pengaruh Budaya Organisasi dan Disiplin Kerja terhadap Kinerja Perawat di Rumah Sakit Ibu dan Anak Buah Hati Pamulang Hapsari, Gita; Madiistriyatno, Harries; Panjaitan, Eddy H. H
AKADEMIK: Jurnal Mahasiswa Humanis Vol. 4 No. 3 (2024): AKADEMIK: Jurnal Mahasiswa Humanis
Publisher : Perhimpunan Sarjana Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jmh.v4i3.1043

Abstract

Nurse performance is a crucial factor in providing quality healthcare services in hospitals. Organizational culture and work discipline play important roles in determining nurse performance. Rumah Sakit Ibu dan Anak Buah Hati Pamulang faces challenges in improving nurse performance, necessitating a deeper understanding of the impact of organizational culture and work discipline on performance. This study aims to analyze and evaluate the influence of organizational culture and work discipline on nurse performance at Rumah Sakit Ibu dan Anak Buah Hati Pamulang. The research employs a quantitative method with a survey approach. The sample consists of 30 nurses working at Rumah Sakit Ibu dan Anak Buah Hati Pamulang. Data were collected through a questionnaire measuring organizational culture, work discipline, and nurse performance. Data analysis was conducted using multiple linear regression techniques to identify the effect of each variable on nurse performance. The results show that both organizational culture and work discipline have a significant impact on nurse performance. Positive organizational culture and high work discipline contribute to improved nurse performance, with organizational culture having a more substantial impact. These findings highlight the importance of fostering a supportive organizational culture and enhancing work discipline to achieve optimal nurse performance.
ANALISIS TINGKAT KEPUASAN PASIEN BPJS DI POLI PENYAKIT DALAM RSUD LEWOLEBA DI NUSA TENGGARA TIMUR Beda, Bernardus Yoseph; Madiistriyatno, Harries; Panjaitan, Eddy H.H.
JURNAL ILMIAH EDUNOMIKA Vol. 8 No. 2 (2024): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v8i2.14474

Abstract

The objectives of this research are: 1) To determine and analyze the influence of Reliability on Patient Satisfaction 2) To determine and analyze the influence of Guarantee on Patient Satisfaction 3) To determine and analyze the influence of Physical Evidence on Patient Satisfaction 4) To determine and analyze the influence of Empathy on Satisfaction Patients 5) To find out and analyze the influence of Responsiveness on Patient Satisfaction 6) To find out and analyze the influence of Reliability, Guarantee, Physical Evidence, Empathy and Responsiveness on BPJS Patient Satisfaction at the Internal Medicine Clinic of Lewoleba Regional Hospital. This research has a quantitative approach, descriptive and associative type. In this study, the author narrowed the population to 112 BPJS patients at the Internal Medicine Clinic, Lewoleba Regional Hospital. The sampling technique used in this research was the Slovin formula, and the data analysis technique used was the linier regression análisis. Based on the analysis carried out, it can be concluded that reliability, guarantee, physical evidence, physical evidence and empathy can significantly, either individually or collectively, influence BPJS patient satisfaction at the Internal Medicine Clinic at Lewoleba Regional Hospital. Keywords: Reliability, Guarantee, Physical Evidence, Empathy, Responsiveness, Patient Satisfaction
Pengaruh Ethical Leadership, Motivasi Ekstrinsik Dan Komitemen Organisasi Terhadap Kinerja Kantor Kesyahbandaran Dan Otoritas Pelabuhan Utama Tanjung Priok Direktorat Jenderal Perhubungan Laut Kementerian Perhubungan Laut Dora Dorce; Harries Madiistriyatno; Kemal Taufik
Astina: Jurnal Ekonomi Utama Vol 4 No 3 (2025): Jurnal Ekonomi Utama (Juria)
Publisher : CV. Astina Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55903/juria.v4i3.328

Abstract

Tujuan penelitian ini adalah menganalisis pengaruh Ethical leadership, Motivasi Ekstrinsik dan Komitmen Organisasi terhadap kinerja Kantor Kesyahbandaran dan Otoritas Pelabuhan Utama Tanjung Priok Direktorat Jenderal Perhubungan Laut Kementerian Perhubungan Jakarta. Jenis penelitian ini adalah penelitian kuantitatif dengan metode penelitian survei. Dalam pengumpulan data menggunakan teknik penyebaran kuesioner. Populasi dalam penelitian ini adalah Seluruh karyawan di Kantor Kesyahbandaran dan Otoritas Pelabuhan Utama Tanjung Priok sedangkan sampelnya adalah pemimpin dan staff di Seksi Angkuta Laut, Seksi Lalu Lintas, Seksi Kepelabuhan, SDM Hukum dan Humas, Div. Perencanaan keuangan dan perlengkapan, Rancang bangun dan status hukum. Teknik pengambilan sampel dalam penelitian ini menggunakan sampling non-probability dengan teknik purposive sampling dimana dalam teknik pengambilan anggota sampel dengan kriteria tertentu yang telah diterapkan oleh peneliti Teknik analisis data yang digunakan untuk menguji hubungan kausalitas antar variabel adalah structural equation modeling atau sem dengan program smartpls 4.0. Skala pengukuran penelitian dengan model SEM menggunakan skala likert. Dari hasil penelitian menunjukan bahwa variabel ethical leadership berpengaruh positif dan signifikan terhadap kinerja KSOP Utama Tanjung Priok karena memiliki nilai t hitung sebesar 3,952 > 1,65 dan p value 0,000 < 0,05 dengan nilai Path 0,357, motivasi ekstrinsik berpengaruh positif dan signifikan terhadap kinerja KSOP Utama Tanjung Priok karena memiliki nilai t hitung sebesar 2,516 > 1,65 dan p value 0,012 < 0,05 dengan nilai path 0,293. Komitmen organisasi berpengaruh positif dan signifikan terhadap kinerja KSOP Utama Tanjung Priok karena memiliki nilai t hitung sebesar 2,780 > 1,65 dan p value 0,005 < 0,05 dengan nilai path 0,277. nilai R-square variabel kinerja KSOP Utama Tanjung Priok sebesar 0,693. Hal ini menunjukan bahwa kinerja KSOP Utama Tanjung Priok dapat dijelaskan sebesar 69,3% oleh variabel ethical leadership, motivasi ekstrinsik dan komitmen organisasi
DETERMINANTS OF ORGANIZATIONAL COMMITMENT AND ITS IMPLICATION ON TURNOVER INTENTION AT THE FOODHALL IN DKI JAKARTA PROVINCE Nazifah Husainah; Harries Madiistriyatno
Dinasti International Journal of Education Management and Social Science Vol. 2 No. 2 (2020): Dinasti International Journal of Education Management and Social Science (Decem
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v2i2.626

Abstract

The purpose of this study was to determine the effect of organizational culture, career development, compensation and organizational commitment partially or simultaneously on employee turnover intention. The population in this study amounted to 1,982 employees at twenty-five outlets of The Foodhall in DKI Jakarta Province, with a total sample of 355 respondents. The research method used in this research is descriptive and explanatory survey methods. The sampling method is probability sampling with proportional random sampling technique, and the data analysis method used is SEM (Structural Equation Modeling) with data analysis tools Lisrel 8.80. Based on the research results obtained the following findings: organizational culture, career development, and compensation partially and simultaneously have a significant effect on organizational commitment with a contribution of 58%. Partially career development which is reflected in career doubt has a positive and dominant effect on organizational commitment. Organizational culture, career development, compensation and organizational commitment either partially or simultaneously have a significant effect on employee turnover intention with a contribution of 81%. Partially, organizational commitment has the most dominant influence on employee turnover intentions. The results also show that organizational commitment is a fully mediating variable on the influence of organizational culture, career development, and compensation on employee turnover intention. The managerial implication of this research is that the turnover intention of The Foodhall's employees in Jakarta, which is reflected in the dimension of stopping work, will decrease if The Foodhall in Jakarta is able to increase organizational commitment which is reflected in sustainable commitment, while organizational commitment will increase if The Foodhalls in Jakarta can improve career development. employees who are reflected in career doubts which are supported by an increase in organizational culture which is reflected in the dimensions of results orientation and also supported by an increase in compensation given to employees which is reflected in the high level of indirect compensation.
The Effect of Work Ethics and Work Environment on Employee Performance At The Jakarta Primary Tax Service Gambir Tiga Munir Azhari; Harries Madiistriyatno; Sukar Naibaho
Return : Study of Management, Economic and Bussines Vol. 2 No. 3 (2023): Return : Study of Management, Economic And Bussines
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/return.v2i03.85

Abstract

This research is quantitative, descriptive, and associative type. The population in this study was 70 employees at the Gambir Tiga Jakarta Primary Tax Service Office. The sampling technique in this study is total sampling. With the total sampling technique, a sample of 70 employees was taken at the Gambir Tiga Jakarta Primary Tax Service Office as respondents in this study. The results of this study indicate that: 1) There is an influence of work ethic on employee performance, as evidenced by the count for the X1 variable (Work Ethic) of 13,491, while the value of the t table for n = 70 is 1,994. So t arithmetic> table or  13,491> 1,994, it can be concluded that the  Work  Ethic variable influences partially the Job Performance of Employees. The coefficient regression value of the. The work ethic variable (X1) to the Employee Job Performance variable (Y) is 0.405. This means that if the Work Ethics variable (X1) rises by 1 unit it will increase the. Employee Job Performance (Y) variable by 0.405, assuming the Work Ethics variable (X1) is considered constant. 2) There is an influence of the work environment on employee work performance, as evidenced by the count for the X2 variable (Work Environment) of 16,862, while the value of the table for n = 70 is 1,994. So tcount>table or 16,862>1,994, it can be concluded that partial  Work  Environment variables affect Employee Work Performance. The value of the regression coefficient of the Work Environment variable (X2) to the Employee Job Performance variable (Y) is 0.605. This means that if the Work Environment variable (X2) increases by 1 unit, it will increase the Employee Job Performance (Y) variable by 0.605, assuming the Work Environment variable (X2) is considered constant. 3) There is an influence of work ethic and work environment together on employee work performance, as evidenced by the ANOVA or Ftest or Fcount test in the value of 302,319 which is greater than Ftable of 2.74 with a significant level of 0,000 because 0,000 <0.05, so it can be said that the Work Ethics variable (X1) and Work Environment variable (X2) together influence the Employee Performance variable (Y). While the Adjusted R. Square value of 0.900. This shows that 90% of the work ethic and work environment simultaneously (jointly) affect employee work performance, while the remaining 10% is influenced by other factors not examined in this study.
The Influence of Leadership on Employee Performance In Class IIA Central Institution, Karawang Bambang Nurakhim; Harries Madiistriyatno; Aji Wijayanto
Return : Study of Management, Economic and Bussines Vol. 2 No. 4 (2023): Return : Study of Management, Economic And Bussines
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/return.v2i04.93

Abstract

In this study, there are two variables, namely Variable X (Leadership) and Variable Y (Performance). This research was conducted to determine the Leadership at the Class IIA Karawang Penitentiary, Employee Performance at the Class IIA Penitentiary Karawang. The method used in this research is descriptive analysis method to discuss the problem formulation of how Leadership in Correctional Class IIA Karawang and employee performance at Correctional Class IIA Karawang, and verification analysis to discuss the formulation of the problem of how much influence Leadership has on Employee Performance in Class Penitentiary. IIA Karawang. The data used are primary and secondary data collected through observation, interviews, questionnaires (questionnaires), and literature. The hypothesis of this research is that there is an influence of leadership on employee performance in Correctional Institution class IIA Karawang. To measure the magnitude of the effect of these variables, Simple Linear Regression and Correlation Coefficients and Coefficients of Determination were used with the help of the IBM SPSS application program. Based on the results of data analysis using statistical methods, namely Simple Linear Regression, the Coefficient of Determination (KD) value is 0.45. Based on these results, it can be concluded that Leadership has an effect on Employee Performance at the Class IIA Karawang Penitentiary.
Creative Management and Innovation: Building Competitive Advantage in The Contemporary Era Rokhmad Slamet; Harries Madiistriyatno; Munir Azhari
Return : Study of Management, Economic and Bussines Vol. 2 No. 10 (2023): Return : Study of Management, Economic And Bussines
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/return.v2i10.163

Abstract

In the world of business and enterprise, competition is something that cannot be avoided. Especially in this contemporary era, business practices are experiencing very rapid changes due to advances in digital technology which requires business people to be ready to face competition. In an effort to face competition in business, an attitude of discipline, creativity and innovation is needed by business people or businesses. In an effort to maintain market share, an entrepreneur must be able to see an opportunity and have the courage to take a risk. It is through courage and opportunity that an entrepreneur becomes equipped to remain capable and even win market competition. This research aims to find out what kind of creativity and innovation are carried out by business actors in dealing with changes in market share in the current era. This research uses a qualitative research method using a case study approach. The results of this research are that the application of creative management and innovation carried out by the UMKM industry, Ms. Sumiatin's peanut brittle business and the restaurant industry, namely Lim's Cafe Kisaran and Bang Kendik Cafe Rantauparat, has had a positive impact and is able to create competitive advantages in the contemporary era.
HR Management in The Digital Era: Integrating Technology for Organizational Success Aan Yulianto; Harries Madiistriyatno
Return : Study of Management, Economic and Bussines Vol. 2 No. 11 (2023): Return : Study of Management, Economic And Bussines
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/return.v2i11.176

Abstract

Human resource management is a series of processes and activities that involve recruiting, developing, evaluating and managing employees to achieve individual and organizational goals. Human resources are an important asset and act as the main driving factor in the implementation of all agency activities, so they must be managed well through Human Resources Management (HRM). In the digital era, Human Resource Management (HRM) faces significant challenges and opportunities. Challenges include rapid changes in technology, the need for new skills, data security, increasing reliance on automation, and increasingly fierce global competition. However, there are huge opportunities in data analytics, more efficient recruitment, data-driven decision making, more personalized employee development, improved work-life balance, flexible work policies and employee empowerment. With the right strategy, organizations can successfully integrate technology in HRM, increasing efficiency, productivity and employee satisfaction. It is important to continuously monitor technological developments and adapt to ongoing changes to remain relevant in an increasingly digital world of work. With a wise approach, HRM can utilize technology to achieve organizational goals and provide great benefits for all parties.
Effect of Job Environmental, Job Loads and Compensation to Job Satisfaction and Implications on Turnover Intentions in Manufacturing Company Martini, Nelly; Moeins, Anoesyirwan; Madiistriyatno, Harries; Zami, Alex; Sudrajat, Ajat
Jurnal Manajemen Bisnis Vol. 14 No. 1: March 2023
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/mb.v14i1.15059

Abstract

Research aims: The reason for this exploration was to decide the impact of occupation climate, work burden, remuneration and occupation fulfillment to some extent and all the while to the turnover expectations of agreement representatives.Design/Methodology/Approach: The populace in this exploration added up to 13,619 with an example of 295 respondents contract workers at assembling organizations in Karawang regime and strategy utilized in this examination is engaging and illustrative study, the information investigation technique utilized is SEM (Structural Equation Modeling).Research findings: In view of the consequences of the examination, the discoveries are as per the following: position climate, work load, while the gig fulfillment factor has a worth of 52% which has been contributed by the remuneration factor. To some degree work load adversely affects work fulfillment while pay meaningfully affects work fulfillment. work climate, work burden, remuneration and occupation fulfillment. In light of examination results that the turnover expectations factor has a worth of 72% which is impacted by variables of the workplace, responsibility, remuneration, and occupation fulfillment essentially and at the same time. Independently, work climate, remuneration and occupation fulfillment adversely influence the turnover goals and occupation fulfillment is most predominant in impacting turnover expectations. The outcomes likewise show that work fulfillment is a full-interceding variable because of occupation climate, work burden, and remuneration for turnover goals.Theoretical contribution/ Originality: The study give contribution to growth job environmental, job loads, compensation, job satisfaction and turnover intentions employees of literature.Practitioner/Policy implication: The administrative ramifications of the aftereffects of this exploration are that the turnover goals of agreement representatives in the assembling organization, particularly on the stopping of agreement workers, can be diminished assuming the assembling organization can increment work fulfillment reflected by the award aspect as per the assumptions for the agreement worker, work fulfillment will increment assuming the assembling organization can increment remuneration reflected by the immediate pay aspect and upheld by the reduction in work load reflected by the elements of mental necessities and further developing the work climate reflected by the non-actual workplace.Research limitation/Implication: The consequences of this study may likewise be led on organizations, foundations or government offices, state-claimed or other confidential undertakings both at the common and public levels.
Pengaruh Motivasi, Budaya Organisasi Dan Disiplin Kerja Terhadap Kinerja Karyawan Vendor Cartertag.Id Annisa Novitalia Ismail; Harries Madiistriyatno; Eddy Hermawan Hasudungan
Journal of Innovative and Creativity Vol. 5 No. 2 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i2.3322

Abstract

The objectives of this study: 1) To find out the influence of motivation on vendor employees Cartertag.Id 2) to find out the organizational culture on vendor employees Cartertag.Id 3) to find out the influence of work discipline on vendor employees Cartertag.Id 4) This research is a quantitative research, descriptive and associative type. The population in this study is Cartertag.Id Vendor Employees. The sampling technique used was a sample using Random Sampling, a sample of 30 Employees at the Vendor Cartertag.Id as respondents in this study. Results in this study: 1) There is an effect of Motivation on Employee Performance, it is proven that the tcal value for the Motivation variable (X1) is 3.382 while the ttable value for N = 30 is 2.042. So 3.382 > 2.042, then H0 is rejected and Ha is accepted, it can be stated that Motivation (X1) has a significant effect on Employee Performance (Y) 2) There is an influence of Organizational Culture on Employee Performance, it is proven that the tcal value for the Organizational Culture variable (X2) is 2,877 while the ttable value for N = 30 is 2,042. So 2,877 > 2,042, then H0 is rejected and Ha is accepted, it can be stated that Organizational Culture (X2) 3)There is an influence of Work Discipline on Employee Performance, it is proven that the tcal value for the Work Discipline variable (X3) is 2,563 while the ttable value for N = 30 is 2,042. So 2,563 > 2,042, then H0 is rejected and Ha is accepted, it can be stated that Work Discipline (X3) has a significant effect on Employee Performance (Y) 4) There is an influence of Communication, Organizational Culture and Work Discipline together on Employee Performance, as evidenced by the ANOVA test obtained a Fcal value of 21,631, while Ftabel (α 0.05) for N = 30 is 2.97. So the Fcal > of Ftabel (α 0.05) or 12,580 > 2.97 with a significant level of 0.000 because 0.000 < 0.05, then it can be said that Motivation (X1), Organizational Culture (X2) and Kejra Discipline together or simultaneously have a positive effect on Employee Performance (Y)
Co-Authors Aan Yulianto Abdul Mutalip Abdul Rouf Achmad Noerkhaerin Putra Adi Krisdianto Adi Setiawan Adi Widyasmoro Adiputra, I Gede Aditya Rukmana Agus Andrianto Ajat Sudrajat Ajat Sudrajat Aji Wijayanto Akka Latifah Jusdienar Akromah, Pepih Aleksander Kota Alex Zami Alferina Agustin Alwiyah Alwiyah Andhini Purnama Anggiat Lastiar Manalu Anna Maria Simarmata Annisa Fitriani Annisa Novitalia Ismail Anoesyirwan Moeins Anoesyirwan, Anoesyirwan Antonio Wasono Imam Prakoso Ardyan Fahrul Muharram Arif Budiman Arifin Arifin Aris Bayu Purnomo Asrinur Asrinur Astrada, Fernando Aswin Naldi Sahim Aswin Naldi Sahim Ayu Fauziana Azis Zulfikar Aziz Purwo Saputro Beda, Bernardus Yoseph Bernardus Yoseph Beda Bestari, Lita Betti Setiawati Bohouni Nazara Bonny Pranayuda Budianto, Irawab R.d Budiraharjo, Joko Chitra Devi Christina Catur Widayati Cindy Ade Veronica Dani Hamdani Danu Alamsyah Widyatmoko Delimasari Delimasari Denny Rahmawati Destiana Tunggal Pramesti Devi, Nurwulan Kusuma Dewa Ayu Mkd Dewi Listiorini Dewi Listiorini Didik Setiyawan Didik Triwibowo Disca Cris Faratih Dora Dorce Dora Dorce Dudung Hadiwijaya Dwi Novita Julianti Eddy H.H. Panjaitan Eddy Hermawan Hasudungan Edi Subangkit Teguh Yuwono Efa Julianti Ekantiana, Evy Elma Oktaviani Enjang Sudarman Enjang Sudarman Eric Hermawan Eric Hermawan Ericho Agil Nugraha Ernawati Ernawati Ernawati Ernawati Fadli Azmy Fadli Azmy Farhan Oktayudra Febi Indriyanti Rukmana Ferdy Mangihuttua Hutagalung Feriandy Feriandy Fevi Wahyu Fitriana Fidiyanti, Febby Firman Zakaria Razak Fuad, Azharul Gada Sembada Gisca Lukita Wardhani Gisheilla Evangeulista Gunadi Gunadi Guntur Pramana Edy Putra Habibi Khomaini Hanafi Hanafi Hanifa, Hanifa Hapsari, Gita Hasanah Hasanah Hasanah Hasanah Haspul Naser Hasudungan, Eddy Hermawan Hisar Siallagan Holyness Nurdin Singadimedja I Gede Adiputra I Gede Adiputra I Made Adiputra Ida Musdafia Ibrahim Ida Musdafia Ibrahim Idris, Erwin Ikbal Sudarman Imung Saraswati Ina Haryanti Indri Astuti Irawan Budianto Irma Dita Iwan Setiawan Jajang Roni Aunul Kholik Jamal Hanaffy Jati, prihatina Jayadi, Rahmat Jermia Djati Jernih Hati Sarumaha Joko Purwanto Julioni, Heny Juma'adi Juma'adi Junaedi, Dudun Kabul, Eka Rakhmat Kemal Taufik Kemal Taufik Kemal Taufik Kemal Taufiq Kholik, Jajang Roni Aunul Kurniawan, Elisastra Kusuma, Sitta Kusumadewi, Nurwulan Laras Sitoayu Lasmana, Ujang Dede Leonard Leonard lestari ningsih Listiorini, Dewi Lumanau, Tanti Triyani Marsono Marsono Martini, Nelly Mas Ali Mas Yatuar Nainggolam Maulana Maulana Meirna Milisani Meriasih, Dewi Miftah Mujahir Dalimunthe Mila Cahyani Mira Puspita Dewi Mistin Helminingsih Mochamad Meinuzur Widhi Nugroho Moeins, Anoesyirwan Moh Bonnario Muhammad Ali Saputra MUHAMMAD AMIR Muhammad Heri Khudori Muhammad Usman, Muhammad Munir Azhari Nadya Fildza Ghassani Nahardi Nahardi Naldi Sahim, Aswin Nasution, Nurhana Afrida Nazifah Husainah Nelly Martini Ningsih, Sri Wahyu Novrin Ruslim, Imran Nuraeni Nurakhim, Bambang Nurmalitasari Indah Wisantyo Nurrochim, Bambang Nurwulan Kusumadevi Nurwulan Kusumadewi Nurwulan Kusumadewi Pamungkas, Sigit Putro Panjaitan, Eddy H. H Panjaitan, Eddy H.H. Pendi, Muhammad Pratama, Septuci Pratikno, Yuni Pridharma Wachyu, Rakean Purnomohadi, Ricky Qurotul Aini Rachmat Pamudji Radot Rajagukguk Rahman Rahman Rahmat Jayadi Rakhmat Kabul, Eka Rama Sanny Kurniawan Ratnawita Ratnayulis, Wita Rezhaldy Septory Rifky Subagja, Asep Rizki Abdillah Rizki Afdal Rizky Kurniawan Robby Fernanda Arifin Rochtanu Mulyana Rokhmad Slamet Rokhmad Slamet Sagala, Kamilov Sahim, Aswin Naldi Saipul Rohman Sanoko Sanoko Santi Arah Sari Mulya Sari, Puji Swastika Selfiana Selfiana Septiani Aulya Putri Setia Teguh Wirawan Shavira Sri Rahayu Sholikin, Ahmad Silitonga, Witler Slamat Halomoan Siti mutmainnah Sitti Hairani Idrus Slamet, Rokhmad Sofianto Sofianto Soraya, Fatimah Sri Wahyu Susanti Sri Wahyuningsih Sri Wahyuningsih Sri Wahyuningsih Subhan Nur Ramadhan Suhaeli, Eli Suhardi Suhardi Sukar Naibaho Sukiman Sukiman Sukiman Sukiman Sulistiono, Heru Sunardi Sunardi Suriyani Bunga Batara Suryani Annisa Susanti Noorhayati Susanto Susanto Susi Siwanti Suwarni Suwarni Tanti Lumanau Taufik Sugih Adhadi Taufik, Kemal Teguh Wirawan, Setia Tomy Susanto Toto Suharto Adiwijaya Ujang Dede Lasmana Untung Rahardja Vera Veronica P Wachyu Hari Haji Wibowo, Wiyono Widodo, Alfian Mukti Widya Nengsih Winda Widya Dini Witji Wiyono Witler Slamat Halomoan Silitonga Yan Ariyanto Yekti Chrisna Nugraeni Yessi Beverly Topah Yeti Rohayati Yoga Utomo Yoke Dwi Martianda Setiaji Yolanda Erdiansari Yuliana Budi Astuti Yulianto, Aryo Yuni Kartikasari Zaharuddin Zaharudin Zaharudin Zami, Alex