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All Journal Psikologika : Jurnal Pemikiran dan Penelitian Psikologi Jurnal Psikologi Jurnal Psikologi Tabularasa Journal of Educational, Health and Community Psychology Persona: Jurnal Psikologi Indonesia Jurnal Psikologi Psikodimensia: Kajian Ilmiah Psikologi The Indonesian Journal of Occupational Safety and Health Jurnal Pengukuran Psikologi dan Pendidikan Indonesia (JP3I) INSAN Jurnal Psikologi dan Kesehatan Mental Jurnal Psikologi Ulayat: Indonesian Journal of Indigenous Psychology Jurnal Ecopsy Inquiry: Jurnal Ilmiah Psikologi Jurnal Psikologi Teori dan Terapan Syntax Literate: Jurnal Ilmiah Indonesia JURNAL DIVERSITA JEMA: Jurnal Ilmiah Bidang Akuntansi dan Manajemen Ganaya: Jurnal Ilmu Sosial dan Humaniora Psychopolytan (Jurnal Psikologi) Psikostudia : Jurnal Psikologi Journal Psikogenesis Jurnal Psikologi : Jurnal Ilmiah Fakultas Psikologi Universitas Yudharta Pasuruan Psychocentrum Review ANIMA Indonesian Psychological Journal Jurnal Penelitian Pendidikan, Psikologi Dan Kesehatan (J-P3K) Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences G-Couns: Jurnal Bimbingan dan Konseling Jurnal Kependidikan: Jurnal Hasil Penelitian dan Kajian Kepustakaan di Bidang Pendidikan, Pengajaran dan Pembelajaran Psyche 165 Journal Jurnal Transformasi Administrasi Annals of Human Resource Management Research Jurnal Humaniora dan Ilmu Pendidikan Psycho Idea Makara Human Behavior Studies in Asia Gadjah Mada Journal of Psychology (GamaJoP) Jurnal Indonesia Sosial Sains Eduvest - Journal of Universal Studies EcoProfit : Sustainable and Environtment Business

Etikariena, Arum

Departemen Psikologi Industri Dan Organisasi Universitas Indonesia

Author-ID : 2652083

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How Knowledge Craft Safety Compliance Through Safety Culture in High-Risk Mining Company Bella Carissa; Arum Etikariena; Admaja, Wahyu Dwi
The Indonesian Journal of Occupational Safety and Health Vol. 14 No. 3 (2025): The Indonesian Journal of Occupational Safety and Health
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/ijosh.v14i3.2025.325-334

Introduction: Addressing the prevention of occupational accidents is crucial, as the incidence of fatal workplace accidents in Indonesia remains alarmingly high, particularly within high-risk industries. The existing literature on the relationship between individual factors and knowledge of occupational safety is still limited. It is believed that safety knowledge in high-risk organizations can significantly reduce workplace accidents. This study aims to evaluate individual knowledge as an effective mechanism to mitigate occupational risks and accidents in high-risk companies in Indonesia. This research provides a fresh perspective on safety knowledge within high-risk industries, contrasting with the broader systems often depicted in previous literature. It also offers empirical evidence on how this knowledge can be effectively implemented at the individual level. Methods: The study was conducted a survey using questionnaire among 204 employees who works in high-risk mining industry in Indonesia. The collected was analyzed using Hayes PROCESS to analyze both direct and mediation relationships between safety knowledge, safety culture, and safety compliance. Results: The analysis revealed that safety culture serves as a mediator in the relationship between safety knowledge and safety compliance, confirming a direct relationship as well. Conclusion: The findings was confirmed the role of safety knowledge, mediated by safety culture, providing valuable insights and guidance for researchers and practitioners who aim to use individual knowledge as a tool for creating safer workplaces especially in high-risk organization.

Peran Moderasi Budaya Hirarki pada Hubungan Komitmen Afektif dan Kepuasan Kerja di Institusi Pemerintahan Indonesia Madhani, Alya Aqilah; Etikariena, Arum; Maeshade, Sheila
Jurnal Diversita Vol. 11 No. 2 (2025): JURNAL DIVERSITA DESEMBER
Publisher : Faculty of Psychology, Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/diversita.v11i2.15460

Sumber daya manusia dalam sebuah organisasi salah satunya pada institusi pemerintahan, yakni Aparatur Sipil Negara (ASN) penting guna diperhatikan karena pada tingkat nasional karena termasuk dalam penyelenggaraan pemerintahan. Riset ini bertujuan guna mengetahui peran moderasi budaya hierarki pada hubungan komitmen afektif dan kepuasan kerja pada institusi pemerintahan. Partisipan pada riset ini ialah Aparatur Sipil Negara dengan jumlah 203 partisipan. Riset dilakukan menggunakan pendekatan kuantitatif dengan desain cross-sectional dan pengambilan data dilakukan self-report. Analisis data dilakukan dengan menggunakan teknik statistik PROCESS Macro Model 1 yang dikembangkan oleh Hayes. Hasil riset menunjukkan bahwasanya komitmen afektif memiliki hubungan positif dengan kepuasan kerja karyawan. Budaya Hirarki pada organisasi juga berperan signifikan sebagai moderator dalam hubungan antara komitmen afektif dan kepuasan kerja. Hasil riset menunjukkan bahwasanya budaya hirarki melemahkan hubungan positif tersebut. Hasil riset ini dapat memberi manfaat bagi praktisi psikologi dan institusi pemerintah di Indonesia mengenai budaya hierarki yang ada pada institusi tersebut dengan memberikan sumber daya lain yang dapat meningkatkan kepuasan kerja pada ASN di Indonesia.

Knowledge sharing behavior as mediating role on openness to experience and innovative work behavior Zuhdi, Haidar; Etikariena, Arum
Annals of Human Resource Management Research Vol. 2 No. 1 (2022): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v2i1.1038

Purpose: This study aimed to examine the mediating effect of knowledge sharing behavior on the relationship between openness to experience and innovative work behavior on students at the University of Indonesia. Research methodology: Quantitative approach with a cross-sectional study was employed for the research. The study population consisted of 306 students in Universitas Indonesia. Data were elicited through a questionnaire with convenience sampling technique while the analysis was carried out using PROCESS by Hayes. Results: The results of this study revealed that knowledge sharing behavior has a partially mediating role in the relationship between openness to experience and innovative work behavior. Limitations: The challenge was the unevenness sample from each faculty, most of the students selected for the study through a random method were from the Faculty of Psychology. This could affect the generalizability of the findings. Contribution: The results of this study can be used as a reference for training innovation programs that will be given to Universitas Indonesia students for the purpose of making them better prepared to innovate.

Agile Leadership and Innovative Work Behavior: The Mediating Role of Organizational Climate Kurnia, Andi; Etikariena, Arum
Psikostudia : Jurnal Psikologi Vol 13, No 3 (2024): Psikostudia : Jurnal Psikologi
Publisher : Program Studi Psikologi, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Mulawarman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30872/psikostudia.v13i3.15482

In today's dynamic business environment, innovation is crucial for companies to meet constantly changing industry demands. This study examines the relationships between agile leadership, organizational climate, and innovative work behavior, with a particular focus on the mediating role of organizational climate. Conducted on 115 employees at a consulting firm in Indonesia, the research aims to validate hypotheses suggesting positive correlations among these variables and the mediating effect of organizational climate on the relationship between agile leadership and innovative work behavior. A correlational quantitative design, utilizing regression and structural equation modeling (SEM), was employed for data analysis. The findings indicate that agile leadership positively correlates with both organizational climate and innovative work behavior. Furthermore, organizational climate also shows a positive correlation with innovative work behavior. Significantly, the study demonstrates that organizational climate fully mediates the relationship between agile leadership and innovative work behavior, implying that the impact of agile leadership on innovative work behavior depends on the organizational climate. These results highlight the critical role of agile leadership and a supportive organizational climate in fostering innovative work behavior. Practically, organizations should focus on training leaders to develop agile skills and implementing policies that promote a positive organizational climate to enhance employee innovation. Future research should consider longitudinal designs and diverse organizational contexts to further validate these findings.Dalam lingkungan bisnis yang dinamis saat ini, inovasi sangat penting bagi perusahaan untuk memenuhi tuntutan industri yang terus berubah. Penelitian ini mengkaji hubungan antara kepemimpinan agile, iklim organisasi, dan perilaku kerja inovatif, dengan fokus khusus pada peran mediasi iklim organisasi. Penelitian ini dilakukan pada 115 karyawan di sebuah perusahaan konsultasi di Indonesia, dengan tujuan untuk memvalidasi hipotesis penelitian yakni adanya korelasi positif antara variabel-variabel penelitian dan adanya efek mediasi iklim organisasi pada hubungan antara kepemimpinan yang lincah dan perilaku kerja inovatif. Desain kuantitatif korelasional, menggunakan regresi dan pemodelan persamaan struktural (SEM) digunakan untuk analisis data. Temuan penelitian menunjukkan bahwa kepemimpinan agile berkorelasi positif dengan iklim organisasi dan perilaku kerja inovatif. Selanjutnya, iklim organisasi juga menunjukkan korelasi positif dengan perilaku kerja inovatif. Secara signifikan, penelitian ini menunjukkan bahwa iklim organisasi sepenuhnya memediasi hubungan antara kepemimpinan agile dan perilaku kerja inovatif, yang menyiratkan bahwa dampak kepemimpinan agile pada perilaku kerja inovatif sangat bergantung pada iklim organisasi. Hasil ini menyoroti peran penting kepemimpinan agile dan iklim organisasi yang mendukung dalam mendorong perilaku kerja inovatif. Secara praktis, organisasi harus fokus pada pelatihan pemimpin untuk mengembangkan keterampilan agile dan menerapkan kebijakan yang mempromosikan iklim organisasi yang positif untuk meningkatkan inovasi karyawan. Saran untuk penelitian berikutnya sebaiknya mempertimbangkan desain longitudinal dan konteks organisasi yang beragam untuk lebih memvalidasi temuan dalam penelitian ini.

Work-family culture dan organizational commitment karyawan wanita: Work-life balance sebagai mediator: Work-family culture and organizational commitment of female employees: Work-life balance as a mediator Larasati, Dewi; Salendu, Alice; Etikariena, Arum
Persona:Jurnal Psikologi Indonesia Vol. 11 No. 2 (2022): Desember
Publisher : Faculty of Psychology Universitas 17 Agustus 1945 Surabaya

Abstract The economy and education levels in Indonesia which continue to grow are not directly proportional to the increase in women employees. One of the factors that make Indonesian women underrepresented in the workforce is the family factor, women decided to leave work when they are married. This study aims to examine the effect of work-life balance in mediating the relationship between work-family culture and organizational commitment of women employees in the hope women employees are more committed to the organization because of the availability of supportive organizational culture. The instruments used are the work-family culture scale (∝ = 0.84), work-life balance (∝ = 0.88), and organizational commitment (∝ = 0.72). The sampling technique used was purposive sampling and the participants are 120 women employees in the banking industry. Data analysis used PROCESS Hayes model 4 (simple mediation). The results showed that work-life balance fully mediates the relationship between work-family culture and organizational commitment. This study provides an understanding of the importance of implementing a work-family culture to balance work and life demand in order to make employees more committed to the organization. Keywords: Female employees; organizational commitment; Work-family culture; Work-life balance Abstrak Tingkat ekonomi dan pendidikan di Indonesia yang terus tumbuh ternyata tidak berbanding lurus dengan bertambahnya tenaga kerja perempuan. Salah satu faktor kurangnya partisipasi pekerja perempuan di Indonesia adalah faktor keluarga yaitu perempuan memutuskan untuk keluar dari pekerjaan karena sudah berkeluarga. Penelitian ini bertujuan untuk mengetahui pengaruh work-life balance dalam memediasi hubungan work-family culture dan organizational commitment karyawan wanita sehingga diharapkan karyawan wanita lebih berkomitmen terhadap organisasi karena budaya organisasi yang mendukung. Instrumen yang digunakan adalah skala work family culture (∝= 0.84), work-life balance (∝ = 0.88), dan organizational commitment (∝= 0.72).Teknik sampling yang digunakan adalah purposive sampling dengan kriteria karyawan wanita di industri perbankan dan didapatkan 120 responden. Teknik analisis data menggunakan PROCESS Hayes model 4 (mediasi sederhana). Hasil penelitian menunjukkan bahwa work-life balance memediasi secara sempurna hubungan antara work-family culture dan organizational commitment. Studi ini memberikan pemahaman akan pentingnya menerapkan work-family culture untuk menyeimbangkan tuntutan kehidupan pekerjaan dan pribadi sehingga membuat karyawan lebih berkomitmen pada organisasi. Kata kunci: keseimbangan kehidupan kerja dan pribadi; komitmen organisasi; kultur organisasi ramah keluarga; tenaga kerja wanita

Kepemimpinan inklusif dan voice behavior pada karyawan: Menguji peran budaya inovatif: Inclusive leadership and voice behavior among employees: Examining the role of an innovative culture Rohmah, Zakia Nur; Etikariena, Arum; Salendu, Alice
Persona:Jurnal Psikologi Indonesia Vol. 11 No. 2 (2022): Desember
Publisher : Faculty of Psychology Universitas 17 Agustus 1945 Surabaya

Abstract Organizational culture is one of the predictors that can influence employees' voice behavior. However, research on organizational innovation culture with employee voice behavior still needs to be more extensive and needed. This study aims to determine the role of innovative organizational culture in mediating the relationship between inclusive leadership and employee voice behavior. The study conveniently sampled 174 employees from various innovative companies. The measuring instruments used are the Inclusive Leadership Scale (α = 0.85), Organizational Culture Assessment Instrument (α = 0.84), and the Voice Behavior Scale (α = 0.93) which have been adapted into Indonesian—data analysis with the PROCESS 4 model from Hayes. The result highlights that inclusive leadership was positively correlated with employee voice behavior, and innovative culture partially mediated the relationship between inclusive leadership and employee voice behavior. The implication for organizations is to set up leaders with inclusive characteristics through self-development and training, facilitating safe environments to express employee voices and opinions by implementing values that support flexibility and autonomy. Keywords: Innovative culture; Inclusive leadership; Voice behavior; Organizational culture Abstrak Budaya organisasi merupakan prediktor yang mampu memengaruhi perilaku bersuara bagi karyawan. Namun, penelitian terkait budaya inovatif organisasi bersama dengan outcome perilaku bersuara karyawan ini masih minim diteliti dan memerlukan eksplorasi lebih lanjut. Penelitian ini bertujuan mengetahui peranan budaya inovatif organisasi dalam memediasi hubungan antara kepemimpinan inklusif dan perilaku bersuara karyawan. Sampel penelitian adalah karyawan yang bekerja dari beberapa perusahaan yang diprediksi memiliki budaya organisasi yang inovatif dengan jumlah populasi yang tidak diketahui secara pasti dan dipilih menggunakan teknik convenience sampling. Alat ukur yang dipakai adalah Inclusive Leadership Scale (α = 0.85), Organizational Culture Assessment Instrument (α = 0.84), Voice Behavior Scale (α = 0.93) yang telah diadaptasi ke dalam Bahasa Indonesia. Analisis data dengan PROCESS model 4 Hayes. Hasil menunjukkan bahwa kepemimpinan inklusif secara positif berkorelasi dengan voice behavior, budaya inovatif memiliki efek mediasi parsial pada hubungan kepemimpinan inklusif dan voice behavior karyawan. Implikasi penelitian ini bagi organisasi supaya mampu memfasilitasi lingkungan yang aman bagi karyawan dalam menyampaikan suara dan pendapatnya dengan menyiapkan pemimpin-pemimpin yang memiliki karakteristik inklusif melalui pengembangan diri dan training serta menerapkan nilai-nilai yang mendukung fleksibilitas dan otonomi bagi karyawan. Kata kunci: Budaya inovatif; Kepemimpinan inklusif; Perilaku suara; Budaya organisasi

Effect of role ambiguity and psychological safety on employees' innovative work behavior intention Hadini Kusuma, Aflaha; Etikariena, Arum
Persona:Jurnal Psikologi Indonesia Vol. 12 No. 1 (2023): Juni
Publisher : Faculty of Psychology Universitas 17 Agustus 1945 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30996/persona.v12i1.9476

The organization environment has low role ambiguity and high psychological safety so innovation can be an organizational advantage. This research used a quasi-experimental study using the Experiment Vignette Method (EVM), which aims to measure the effect of role ambiguity and psychological safety on employees' innovative work behaviour intention. The research instrument used a questionnaire distributed using Google Forms. Data collection was carried out using a purposive sampling method and obtained 262 marketplace employees in Indonesia. Independent manipulation variables were arranged as 4x2 comic strips with 4 variations of scenarios as well as measuring employee innovative work behaviour intentions using an innovative work behaviour intention questionnaire. Two-way ANOVA analysis shows that there is a significant effect of role ambiguity on employees' innovative work behaviour intention. In addition, employees with high psychological safety also show more intention to behave innovatively. This study also shows that there is an interaction effect between role ambiguity and psychological safety on employee innovative work behaviour intention.

Pola pikir berkembang dan perilaku kerja inovatif: Menguji peranan kepemimpinan berbasis kekuatan dan iklim inovasi: Growth mindset and innovative work behavior: Examining the role of strengths-based leadership and innovation climate Osi Isna Sabela; Arum Etikariena
Persona:Jurnal Psikologi Indonesia Vol. 14 No. 2 (2025): Desember
Publisher : Faculty of Psychology Universitas 17 Agustus 1945 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30996/persona.v14i2.13068

The government continues to promote public sector transformation to have maximum impact. Civil Servants as policy implementers need to be adaptive in innovating according to the core values of Ber-AKHLAK. The uniqueness of the public sector shows the urgency of examining its innovative work behavior. This study aims to investigate the effect of growth mindset on innovative work behavior with simultaneous moderation of strength-based leadership and innovation climate using Self Determination Theory (SDT). ). A cross-sectional self-report survey using the innovative work behavior scale (α=0.97), the growth mindset scale (α=0.90), the strengths-based leadership scale (α=0.95), and the innovation climate scale (0.91) involved 179 civil servants at agency X who play a vital role in managing employees. PROCESS Macro Model 2 in SPSS shows that growth mindset has a direct positive and significant effect on innovative work behavior. However, strength-based leadership and innovation climate simultaneously do not significantly moderate it. From a SDT perspective, growth mindset directly motivates civil servants’ innovative work behavior by fulfilling their basic psychological needs for autonomy, competence, and relatedness. Government organizations can focus on fostering a growth mindset in civil servants rather than disseminating strength-based leadership practices and innovation climate.

Knowledge Sharing Behavior and Job Satisfaction: Exploring the Psychological Function of Employee Counseling in Indonesian Bureaucracy Hukama, Vizra; Etikariena, Arum; Madhani, Alya Aqilah; Ahmad, Nor Shafrin
G-Couns: Jurnal Bimbingan dan Konseling Vol. 10 No. 03 (2026): July 2026, G-Couns: Jurnal Bimbingan dan Konseling
Publisher : Universitas PGRI Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31316/g-couns.v10i03.8974

This study investigates the relationship between knowledge-sharing behavior and job satisfaction among Indonesian civil servants, with hierarchical organizational culture as a moderator. Set within Indonesia’s context of bureaucratic reform, this research highlights how structural and cultural changes shape public sector performance. While knowledge sharing is linked to innovation and well-being, inconsistent findings suggest that contextual factors, especially hierarchy, influence its effect on satisfaction. Using a quantitative cross-sectional design, 203 civil servants from various institutions with at least two years of experience participated. Data from an online survey were analyzed using Pearson correlation and moderated regression (Hayes PROCESS Model 1). Results show that knowledge sharing positively predicts job satisfaction (b = .1691, p < .01), meaning exchanging knowledge enhances psychological fulfillment. However, hierarchical culture significantly and negatively moderates this relationship (b = –0.1161, p < .05), indicating that rigid, authority-driven environments reduce the benefits of knowledge exchange. Additionally, older and longer-tenured employees report higher satisfaction and alignment with hierarchical norms, while better-educated individuals show lower satisfaction and weaker cultural alignment. These findings emphasize the psychological role of knowledge sharing in public institutions and highlight the need for reforms promoting autonomy, open communication, and counseling-based support to improve employee well-being and performance within Indonesia’s bureaucracy. Keywords: bureaucratic reform, civil servants, hierarchical culture, Indonesia, job satisfaction, knowledge sharing, organizational psychology

Driving Indonesian public sector innovation with strength-based leadership: The role of psychological safety and ambidextrous organizational culture Osi Isna Sabela; Arum Etikariena
Jurnal Psikologi Tabularasa Vol. 20 No. 1 (2025): APRIL 2025
Publisher : University of Merdeka Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26905/jpt.v20i1.14877

Innovation is essential for achieving organizational excellence. Civil servants need to embrace this demand, as reflected in the core values of Ber-AKHLAK. This underscores the urgent need to investigate the factors that drive innovative work behavior (IWB) in the public sector. This study highlights strength-based leadership (SBL) as a key factor influencing IWB. Using Social Exchange Theory, the research investigates the mediating role of psychological safety (PS) and the moderating effect of an ambidextrous organizational culture (AOC). A quantitative self-report survey was distributed via social media, collecting responses from 354 civil servants in Indonesia. The adapted measurement scale demonstrated reliability. Analysis with PROCESS Macro Model 14 in SPSS version 29 indicated that SBL significantly generated IWB directly and through PS, but AOC did not significantly moderate this relationship. These findings imply that although civil servants positively perceive the ambidextrous culture in their organization, it does not automatically boost innovative behavior. Leadership focusing on workers' strengths is more meaningful for activating the psychological safety necessary for innovation.

Co-Authors Achmad, Mulhimi Admaja, Wahyu Dwi Agita Novi Alice S.M. Gleichmann Alice Salendu Alviyani, Ira Amru, Muhammad Fahizza Andi Kurnia, Andi Armina, Sesaria Nur Arvidyani Anindita Astika Syafitri Athifa An Umillah Aurelia, Fatina Zahra Az Zahra, Afifah Chusna Aziza, Meilda Aulia Bella Carissa Carissa, Bella Claristia, Agnes Dania Agusta Dwiastuti Dea Shahnaz Virginia Deri Natria Deviyanti Anggini Putri Dewi Larasati, Dewi Dewi, Anak Agung Istri Ratna Kumala Dewi, Puspita Buana Amartya Dhea Rizky Ardini Dina Ramadhani Eikla Luwlu Yasmina Ellysabeth Ayuni Fadhilah Dianty Fatihah, Rezky Nurul Fauzan, Muhammad Labib Gafriella Sa'adah Ghaisa Marin Hartono Hadini Kusuma, Aflaha Hafizhah, Rana Haidar Zuhdi Hamdi Muluk Hertina, Dewi Ariani Hilmi, Yusuf Hukama, Vizra Hukom, Stephanie Andrea Frederica Iqbal, Rofiq Iswahyudi, Didik Johannes, Judith Caroline Kalimashada, Shanindya Bias Imaji Karina A. H. Putri Khaerunnisa, Nadia Kusuma, Aflaha Hadini Lukitasari, Dania Luxmaning Hutaki Widiastari Madhani, Alya Aqilah Maeshade, Sheila Mayang Pramudita Yusuf Muhammad Fahizza Amru Noor Shabrina Hidayat Nor Shafrin Ahmad, Nor Shafrin Osi Isna Sabela Osi Isna Sabela Pitaloka, Yolla Chintya Pricilla Mourine Ham Prita Adwi Minandarin Shamara Putri, Hilda Elsa Qotrunnada, Rifdah Rahmadanty, Vivian Elfrida Ratna Kumala Dewi, Anak Agung Istri Retno Windiarsih Rezky Nurul Fatihah Rifdah Qotrunnada Rohmah, Zakia Nur Romulus, Marthin Salsabiah Firdausiah Sarah Marua Seno, Zidan Raleto Setyowati Setyowati Shabrina, Devika Nur Sugandi, Ramdan Fatra Tsalitsa Haura Syarifah Vina Amelia Yulianti Vissy Vandiya Widiaristi, Monica Sekar Yoga Aji Nugraha Zuhdi, Haidar

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