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Kiki Farida Ferine

Universitas Pembangunan Panca Budi

Author-ID : 265841

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The Influence Of Leadership, Work Environment And Work Motivation On Employee Performance At The Manpower Office Of North Sumatra Province Devi Santika; Kholilul Kholik; Kiki Farida Ferine
Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i3.1599

Tujuan penelitian ini adalah untuk menguji pengaruh kepemimpinan, lingkungan kerja, dan motivasi kerja terhadap kinerja karyawan di Dinas Tenaga Kerja Provinsi Sumatera Utara. Penelitian ini mengkaji atribut kinerja karyawan (Y), lingkungan kerja (X2), motivasi kerja (X3), dan kepemimpinan (X1). Penelitian ini menggunakan metodologi asosiatif kuantitatif. Penelitian dilakukan di Dinas Tenaga Kerja Provinsi Sumatera Utara di Medan, dengan sampel 72 karyawan. Regresi linear berganda digunakan untuk menganalisis data yang diperoleh menggunakan kuesioner skala Likert. Analisis meliputi uji parsial (uji-t), uji simultan (uji-F), dan koefisien determinasi. Hasil penelitian menunjukkan bahwa: Lingkungan kerja Dinas Tenaga Kerja Provinsi Sumatera Utara memiliki pengaruh yang signifikan dan positif terhadap kinerja karyawan, yang ditunjukkan oleh nilai regresi 0,331, t-hitung 3,147, t-tabel 1,995, dan nilai signifikansi 0,002. 2) Kinerja staf di Dinas Tenaga Kerja Provinsi Sumatera Utara sebagian dan secara substansial dipengaruhi secara positif oleh kepemimpinan, sebagaimana ditunjukkan oleh koefisien regresi sebesar 0,380, nilai t sebesar 2,853, nilai t-tabel sebesar 1,995, dan tingkat signifikansi sebesar 0,006. 3) Kinerja karyawan di Dinas Tenaga Kerja Provinsi Sumatera Utara sebagian dan secara signifikan dipengaruhi secara positif oleh motivasi kerja, sebagaimana ditunjukkan oleh koefisien regresi sebesar 0,222, statistik t sebesar 2,067, nilai t-kritis sebesar 1,995, dan tingkat signifikansi sebesar 0,016. 4) Kinerja karyawan di Dinas Tenaga Kerja Provinsi Sumatera Utara secara signifikan dan menguntungkan dipengaruhi oleh kepemimpinan, lingkungan kerja, dan motivasi kerja, dengan persentase sebesar 55,6%.

Analysis Of Organizational Culture And Career Development On Organizational Commitment With Job Satisfaction As A Mediating Variable At The Large Plantation Seed And Plant Protection Center In Medan Rini Hayati; Kiki Farida Ferine; Elfitra Desy Surya
Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i3.1635

Organizational commitment is an important factor in improving the effectiveness and success of government agencies in achieving strategic objectives. This study aims to analyze the influence of organizational culture and career development on organizational commitment with job satisfaction as a mediating variable at the Medan Plantation Seed and Protection Center (BBPPTP). The study uses a quantitative approach with a survey method. The research population consisted of all 135 civil servants (PNS) at BBPPTP Medan, all of whom were included in the sample. Data were collected through questionnaires and analyzed using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the help of SmartPLS. The results showed that organizational culture and career development had a positive and significant effect on organizational commitment. Organizational culture also has a positive and significant effect on job satisfaction, while career development does not have a significant effect on job satisfaction. Job satisfaction has been proven to have a positive and significant effect on organizational commitment and mediates the influence of organizational culture on organizational commitment. However, job satisfaction does not mediate the influence of career development on organizational commitment. These findings indicate that strengthening positive organizational culture and increasing job satisfaction are key factors in building organizational commitment among BBPPTP Medan employees. This study is expected to provide empirical contributions to the development of human resource management in the public sector and serve as a basis for formulating strategic policies to increase employee commitment.

Analysis of Work Environment and Work Discipline on Employee Performance with Job Satisfaction as a Mediating Variable at the Medan Belawan Tax Office Medan Belawan Primary Tax Office Samuel Alexander Leonardo Sianturi; Husni Muharram Ritonga; Kiki Farida Ferine
Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i3.1638

Employee performance is an important factor in supporting the quality of public services, especially at the Medan Belawan Primary Tax Office as an agency that plays a direct role in tax administration and services. This study aims to analyze the effect of work environment and work discipline on employee performance with job satisfaction as a mediating variable. This study uses a quantitative approach with a survey method. The research population consists of all civil servants at the Medan Belawan Primary Tax Office, totaling 100 people, with a saturated sample technique. Data were collected through questionnaires and analyzed using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the help of the SmartPLS application. The results show that work environment and work discipline have a positive and significant effect on employee performance. In addition, work environment and work discipline also have a positive and significant effect on job satisfaction. Job satisfaction is proven to have a positive and significant effect on employee performance and acts as a mediating variable in the relationship between work environment and employee performance, as well as between work discipline and employee performance. The coefficient of determination shows that the work environment and work discipline can explain 49.6% of job satisfaction, while the work environment, work discipline, and job satisfaction can explain 61.2% of employee performance. The results of this study imply that improving the quality of the work environment, strengthening work discipline, and managing job satisfaction in a sustainable manner are important strategies in improving employee performance at the Medan Belawan Tax Office.

Analysis of Transformational Leadership and Work Environment on Employee Performance with Work Motivation as a Mediating Variable at the National Narcotics Agency of North Sumatra Province Roy Fadly Hasibuan; Kiki Farida Ferine; Sri Rahayu
Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i3.1646

Employee performance is a strategic factor in supporting the success of government agencies, particularly the North Sumatra Provincial National Narcotics Agency (BNN), which faces complex and high-risk challenges. This study aims to analyze the influence of transformational leadership and work environment on employee performance with work motivation as a mediating variable. This study uses a quantitative approach with a census method of all 84 employees of the North Sumatra Provincial BNN. Data were collected through questionnaires and analyzed using the Partial Least Square (PLS) method with the help of SmartPLS. The results show that transformational leadership and work environment have a positive and significant effect on employee performance and work motivation. Work motivation was also found to have a positive and significant effect on employee performance. In addition, work motivation acted as a significant mediating variable in the relationship between transformational leadership and work environment on employee performance. These findings indicate that improving the performance of North Sumatra Provincial BNN employees can be achieved through the implementation of effective transformational leadership and the creation of a conducive work environment by strengthening employee work motivation. This study is expected to serve as a basis for policy recommendations in efforts to improve performance and the quality of public services within the North Sumatra Provincial Narcotics Agency.

The Influence of Work Discipline and Teamwork on Employee Performance with Organizational Citizenship Behavior as An Intervening Variable In The Employment BPJS Branch Se-Medan Raya Lasmaida Susy Deliana; Kiki Farida Ferine
Neo Journal of economy and social humanities Vol 3 No 2 (2024): Neo Journal of Economy and Social Humanities
Publisher : International Publisher (YAPENBI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56403/nejesh.v3i2.206

In this study, the researcher wants to see the direct and indirect influence between the variables of Work Discipline, Teamwork as independent variables with Organizational Citizenship Behavior as intervening variables and Employee Performance as dependent variables. This type of research uses quantitative, this research was conducted at BPJS Ketenagakerjaan Kanwil North Sumatra. The population of this study was 82 employees and the sample used was the entire population using saturated sampling techniques. The data source used is the primary data source and data collection was carried out by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measuring tool. The results of this study are as follows Work Discipline has a positive and insignificant effect on employee performance with an original sample value of 0.585 and P values 0.218. Work Discipline has a negative and significant effect on Organizational Citizenship with an original sample value of -0.949 and p values 0.000. Teamwork has a negative and insignificant effect on Employee Performance with an original sample value of -0.694 and p values 0.304. Teamwork has a positive and significant effect on Organizational Citizenship with an original sample value of 1.720 and p values of 0.000. Organizational Citizenship has a positive and significant effect on Employee Performance with an original sample value of 1.024 and p values of 0.003. Work Discipline has a negative and significant effect on employee performance through organizational citizenship indirectly with an original sample result of -0.981 and p values of 0.011. Teamwork has a positive and significant effect on employee performance through organizational citizenship indirectly with an original sample result of 1.775 and p values of 0.001.

Analysis of Employer Branding and Digital HR Practices on Employee Performance Agility Through Employee Engagement Navy Septiya Ningrum; Mesra B; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i4.797

This study aims to examine the effect of Employer Branding and Digital HR Practices on Performance Agility through Employee Engagement among employees of PT Permodalan Nasional Madani (PNM) Medan. A quantitative approach with a survey method was employed in this research. The population consisted of 50 employees, and all members of the population were selected as respondents using a saturated sampling technique. Data were collected through questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS software. The results indicate that Employer Branding and Digital HR Practices have a positive and significant effect on Employee Engagement. Furthermore, Employer Branding, Digital HR Practices, and Employee Engagement positively and significantly affect Performance Agility. The mediation analysis reveals that Employee Engagement significantly mediates the relationship between Employer Branding and Performance Agility as well as between Digital HR Practices and Performance Agility. These findings suggest that improving employee performance agility can be achieved through strengthening employer branding, optimizing digital HR practices, and enhancing employee engagement. This study provides practical implications for organizations in developing adaptive human resource management strategies to cope with dynamic workplace changes.

THE INFLUENCE OF COMPETENCE, MOTIVATION AND REWARD ON EMPLOYEE PERFORMANCE WITH WORK SPIRIT AS AN INTERVENING VARIABLE Dewi Darma Sary Tarigan; Mesra .B; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i4.799

This study aims to analyze the effect of competence, motivation, and rewards on employee performance with work spirit as an intervening variable at the Regional Office of the Directorate General of Immigration of North Sumatra. The problem addressed in this study is the importance of improving employee performance in responding to increasingly complex public service demands, which are influenced by competence, motivation, rewards, and work spirit. This study employed a quantitative approach with an explanatory research design. The population consisted of all employees at the Regional Office of the Directorate General of Immigration of North Sumatra. Data were collected through questionnaires, while data analysis was conducted using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the assistance of SmartPLS software. The results indicate that competence has a positive and significant effect on employee performance (β = 0.290; p = 0.006) and work spirit (β = 0.223; p = 0.029). Motivation has a positive and significant effect on employee performance (β = 0.479; p = 0.001) and work spirit (β = 0.398; p = 0.003). Rewards also have a positive and significant effect on employee performance (β = 0.411; p = 0.008) and work spirit (β = 0.375; p = 0.001). However, work spirit does not have a significant effect on employee performance (β = -0.184; p = 0.128). Furthermore, work spirit is unable to mediate the effects of competence, motivation, and rewards on employee performance. The R-Square values indicate that competence, motivation, rewards, and work spirit explain 96.9% of the variance in employee performance, while competence, motivation, and rewards explain 97.0% of the variance in work spirit.The study concludes that competence, motivation, and rewards are important factors that directly improve employee performance. Meanwhile, work spirit was not proven to function as an intervening variable in the relationship between competence, motivation, rewards, and employee performance at the Regional Office of the Directorate General of Immigration of North Sumatra

PENGARUH DISIPLIN KERJA DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN DENGAN PRASARANA KERJA SEBAGAI VARIABEL INTERVENING DI PT. PLN (PERSERO) ULP SIBORONGBORONG Abdul Rahman Harahap; Sri Rahayu; Kiki Farida Ferine
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 4 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/mf2svh56

Adapun tujuan dari penelitian ini adalah untuk mengetahui dan menganalisis bagaimana variabel disiplin kerja dan motivasi kerja berpengaruh terhadap kinerja karyawan di PT. PLN ULP Siborongborongmelalui variabel prasarana kerja sebagai variabel intervening.Subjek dari penelitian ini adalah 91 orang karyawan PT. PLN ULP Siborongborong, dimana variabel yang ada pada penelitian ini adalah variabel eksogen, yaitu variabel disiplin kerja dan motivasi kerja, variabel endogen, yaitu variabel kinerja karyawan serta variabel intervening adalah variabel prasarana kerja. Hasil analisa data menggunakan analisis SEM dengan menggunakan software SMART PLS 4.0. Adapun teknik pengumpulan data dengan studi observasi, serta penyebaran kuesioner ke responden yaitu karyawan PT. PLN ULP Siborongborong. Adapun teknik pengumpulan data dengan studi observasi, serta penyebaran kuesioner ke responden yaitu karyawan PT PLN (Persero) ULP Siborongborong. Hasil analisa data dianalisis menggunkan analisis SEM melalui software SMART PLS 4.0. Dari hasil penelitian tersebut maka simpulan yang ada, yaitu secara parsial variabel disiplin kerja dan motivasi kerja berpengaruh terhadap kinerja karyawan, serta variabel prasarana kerja di PT. PLN (Persero) ULP Siborongborong, variabel prasarana kerja berpengaruh terhadap kinerja karyawan PT. PLN (Persero) ULP Siborongborong, sedangkan secara simultan variabel lingkungan kerja yang aman, lingkungan kerja yang sehat dan disiplin kerja dan motivasi kerja berpengaruh terhadap kinerja karyawan PT. PLN (Persero) ULP Siborongborong melalui prasarana kerja sebagai variabel intervening.

PENGARUH EMPLOYEE WELL-BEING TERHADAP PENINGKATAN KINERJA DENGAN REWARD SEBAGAI VARIABEL MODERATING DI PT.PLN (PERSERO) ULP. TARUTUNG Jefri Manik; Sri Rahayu; Kiki Farida Ferine
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 4 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/cweskw90

Penelitian ini bertujuan untuk menganalisis pengaruh employee well-being dan lingkungan kerja terhadap peningkatan kinerja pegawai dengan reward sebagai variabel moderating di PT PLN (Persero) ULP Tarutung. Pendekatan yang digunakan adalah kuantitatif dengan metode eksplanatori, serta teknik analisis data menggunakan Moderated Regression Analysis (MRA) melalui bantuan SPSS. Sampel dalam penelitian ini berjumlah 76 orang yang diambil melalui total sampling. Hasil penelitian menunjukkan bahwa employee well-being dan lingkungan kerja memiliki pengaruh positif dan signifikan terhadap kinerja pegawai. Selain itu, reward terbukti memoderasi hubungan antara employee well-being dan lingkungan kerja terhadap kinerja. Temuan ini menegaskan pentingnya perusahaan untuk meningkatkan kesejahteraan, menciptakan lingkungan kerja yang baik, dan memberikan reward yang adil guna mendukung kinerja optimal pegawai.

PENGARUH FLEKSIBILITAS KERJA DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA DENGAN KESEIMBANGAN KEHIDUPAN PEGAWAI SEBAGAI VARIABEL MODERASI PADA PEGAWAI PLN UP3 BUKIT BARISAN Topan Richardo; Sri Rahayu; Kiki Farida Ferine
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 4 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/mzppeh60

Adapun tujuan dari penelitian ini adalah untuk mengetahui dan menganalisis bagaimana variabel fleksibilitas kerja dan motivasi kerja pegawai berpengaruh terhadap kepuasan kerja pegawai di PT. PLN UP3 Bukit Barisan melalui variabel keseimbangan kehidupan pegawai sebagai variabel moderasi.Subjek dari penelitian ini adalah 75 orang pegawai di PT. PLN UP3 Bukit Barisan, dimana variabel yang ada pada penelitian ini adalah variabel eksogen, yaitu variabel fleksibilitas kerja dan motivasi kerja, variabel endogen, yaitu variabel kepuasan kerja pegawai serta variabel moderasi adalah variabel keseimbangan kehidupan pegawai. Hasil analisa data menggunakan analisis SEM dengan menggunakan software SMART PLS 4.0. Adapun teknik pengumpulan data dengan studi observasi dan penyerahan kuesioner ke responden yaitu karyawan PT. PLN UP3 Bukit Barisan. Hasil analisa data dianalisis menggunkan analisis SEM melalui software SMART PLS 4.0. Adapun teknik pengumpulan data dengan studi observasi dan pemberian kuesioner ke responden.Teknik pengumpulan data dilakukan dengan observasi dan penyebaran kuesioner ke objek penelitian.Dari hasil penelitian tersebut maka simpulan yang ada, yaitu secara parsial variabel fleksibilitas kerja dan motivasi kerja pegawai berpengaruh terhadap kepuasan kerja pegawai PT. PLN UP3 Bukit Barisan, hanya variabel motivasi kerja pegawai berpengaruh terhadap keseimbangan kehidupan pegawai PT. PLN UP3 Bukit Barisan, variabel keseimbangan kehidupan pegawai berpengaruh terhadap kepuasan kerja pegawai PT. PLN UP3 Bukit Barisan, sedangkan secara simultan variabel fleksibilitas kerja dan motivasi kerja pegawai berpengaruh terhadap kepuasan kerja pegawai PT. PLN UP3 Bukit Barisan melalui keseimbangan kehidupan pegawai sebagai variabel moderasi.

Co-Authors , Elfitra Desy Surya , Harianto , Wilchan Robain Abdi Sugiarto Abdimar Jahotlen Tamba Abdul Rahman Harahap Adi Saputra R. Purba Afif, Muhammad Faruq Afridayani Damanik Agung Kurniawan Hasibuan Agus Naini Siregar Ahmad Aswan Waruwu Ahmad Mahadi Harahap Ahmad Taufik Ahmad Zaki Amudi Parulian Situmeang Andi Affandi Andi Antorio Ginting Andriya Risdwiyanto Anis Okta Cahyaningrum Anny Fonisa Nasution Arif , Muhammad Arif Saefudin ARIWIBOWO, PRASETIO Artunov Nofal Azhari Bayu Pratama Boari, Yoseb Bolo Ansah Nasution Combat Hamonangan Manurung Dameika Tambunan Debby Nur Malawati Dedy Eko Widianto Dedy Purnama Deliana, Lasmaida Susy Demensah Ginting Desi Astuti Deswita Fitri Deswita S Devi Santika Devy Mayang Sari Dewi Darma Sary Tarigan Dewi Mahrani Rangkuty Dian Mayna Antika Sari Dian Oktavianti Dika Arya Perdana Dinarta Tarigan Dita, Rizky Aulia Doddy Aditya Dodi Hendra Silaen Dora Oktaviana Edi Suprayetno EDY PIMANTA TARIGAN Edy Saputra Egidius Fkun Elfitra Desy Surya Elsa Gultom Eva Yuniarti Utami Fachruddin Hariandi Fahruddin Fara Dika Sandi Farhan Azmi Fariza Fitria Fioletta Papilaya Firmansyah Fransiska Fransiska Gebyar Pandito Ginta Fernandes Ginting Ginta Fernandes Ginting HAIKAL NURSEHA Hamnah Yasari Hana Niska Tafonao Hariyansyah, Ferdian Putra Harri Kahfi Harry Simbara Haryatno Haryatno Hendra Gunawan Nainggolan Henry Aspan Hikmaturriza Husni Muharram Ritonga Ibrahim Hasim Hasibuan Ikhlasul Amal Maulana Ikram Nawawi Indra Sintanta Sembiring Indri Mandasari Pohan Intan Lydia Tarida Mahdalena Irfan Azim Irwansyah Isa Indrawan Jefri Manik Juliani Delima Rumahorbo Juniarti Juniarti Junita Padang Karishdian Zulkarnain Karmila Khairuddin Kholilul Kholik Kraugusteeliana Kraugusteeliana Kurniadi Kurniawan Sinaga Kusuma Agdhi Rahwana Kusuma, Chandra Lasmaida Susy Deliana Lasmaida Susy Deliana Leider Tirta Lisa Fitria Luthfi Al Idrus M Nur Kuncoro M. Agus Hidayat M. Chaerul Rizky M. Galeh Siddik M. Ilham Hidayat M. Isa Indrawan M. Thaib Maria Sirait Mariani Valentina Tampubolon Marleni Marleni Marplusmi Sitepu MARYANTO PURBA Mesra .B Mesra B Mesra B. Muazimah Muhammad Alfahmi Muhammad Arif Pohan Muhammad Faruq Afif Muhammad Faruq Afif Muhammad Imam Perdana Muhammad Isa Indrawan Muhammad Isa Indrawan Muhammad Isa Indrawan Muhammad Isa Indrawan Muhammad Saffath Salsibi Muhammad Toyib Daulay Muhammad Toyib Daulay Murliasari, Rikha Murti Khairani Lubis Musran Munizu Mutiah Dwi Arisa Nadratul Firda Nadriati, Sri Najdah Thalib Nasution, Fitra Arlina Navy Septiya Ningrum Neny Prestiany Netty Helena Br Sigalingging Noval Charunia Nurma Sari, Nurma Pelix Van Bosco Purba Posma Julyarto Sihombing Putra, Irwan Agusnu Rahmat Hidayat Rahmat Sihombing Ramoti Reinhard Iqnatius Siagian Rangga Prasetyo Rayfo Fatra Reni Sihombing Rico Nur Ilham Rika Mustika Tarigan Rina Hartaci Nasution Rini Andriani Rini Hayati Riston Sihaloho Roslina Roy Fadly Hasibuan Ruhdi Muharram Selian Rukaiyah Said Aldi Samuel Alexander Leonardo Sianturi Sari Humaira Sarma Niasti Saragih Satria Wibawa Wahyadyatmika Septy Wanna Masayu Seriyanti. S Shandy Evanda Santayana Silvy Sondari Gadzali Siti Aisyah Siregar SRI RAHAYU Sri Rahayu Sri Rahayu Sri Wahyuni G. Singa Suhardiman Suhardiman Suhendi Suhendi Sulman Sunaryo Sunaryo Syafril Gunawan Syahirah Ishmah Hutabarat Taufik Rahmat Nasution Teguh Wahyono Thalib, Najdah Tiara, Wica Tomy Herlambang Topan Richardo Toyib Daulay Utami, Eva Yuniarti Wakhyuni, Emi Wanda Laksniyunita Wira Juwita Wiwin Sapta Prabudi Yasmir Lukman Yessi Indra Yogi Nurfauzi Yohny Anwar Yoseb Boari Yudhistira, Bonar Yulya Muharmi Yunita Yunita Yusmardi Akbar Yusri Thamrin Yusuf Kibar

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