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All Journal EkoBis ( Ekonomi & Bisnis ) Jurnal Pembangunan Pendidikan: Fondasi dan Aplikasi Jurnal Manajemen Terapan dan Keuangan Jurnal Paradigma Ekonomika Jurnal Ekonomi & Bisnis PNJ (JEKBIS PNJ) Jurnal Manajemen Bisnis Widya Warta Journal of Business & Banking JBTI : Jurnal Bisnis : Teori dan Implementasi DERIVATIF Jurnal Ekonika : Jurnal Ekonomi Universitas Kadiri JURNAL MANAJEMEN MOTIVASI Forum Ekonomi : Jurnal Ekonomi, Manajemen dan Akuntansi Jurnal Administrasi dan Manajemen Pendidikan J-MAS (Jurnal Manajemen dan Sains) JURNAL PENDIDIKAN TAMBUSAI Jurnal Pendidikan Ekonomi (JURKAMI) EQIEN - JURNAL EKONOMI DAN BISNIS YUME : Journal of Management Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship Almana : Jurnal Manajemen dan Bisnis Jambura Economic Education Journal Jurnal Ilmiah Administrasi Bisnis dan Inovasi MBIA Jurnal Manajerial JPEK (Jurnal Pendidikan Ekonomi dan Kewirausahaan) Jurnal Penelitian IPTEKS JURNAL MANAJEMEN DAN BISNIS INDONESIA JIMEK : Jurnal Ilmiah Mahasiswa Ekonomi MANAJEMEN DEWANTARA JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) Business Management Journal Program Studi Manajemen Revitalisasi : Jurnal Ilmu Manajemen Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik JAMP : Jurnal Administrasi dan Manajemen Pendidikan JPEKA: Jurnal Pendidikan Ekonomi, Manajemen dan Keuangan Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Jurnal EK dan BI RESLAJ: RELIGION EDUCATION SOCIAL LAA ROIBA JOURNAL Jurnal Ilmu Manajemen Profitability Coopetition : Jurnal Ilmiah Manajemen Jurnal Fokus Manajemen Bisnis Jurnal Pengabdian kepada Masyarakat Nusantara AKMENIKA Jurnal Ekuilnomi Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) Jurnal Orientasi Bisnis dan Entrepreneurship Jurnal Ekonomi, Manajemen dan Perbankan (Journal of Economics, Management and Banking) International Journal of Research in Community Services JURNAL KOMUNIKASI DAN BISNIS International Journal of Engagement and Empowerment (IJE2) International Journal of Community Service Akuntansi Bisnis & Manajemen (ABM) Bima Journal : Business, Management and Accounting Journal Global Abdimas: Jurnal Pengabdian Masyarakat Jurnal Manajemen DIVERSIFIKASI Golden Ratio of Human Resource Management Journal of Management, Accounting, General Finance and International Economic Issues (MARGINAL) Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Journal of Management Studies and Development Jurnal Ekonomi dan Bisnis Digital International Journal of Science and Environment Jurnal Sosial dan Sains PERMANA : Jurnal Perpajakan, Manajemen, dan Akuntansi Research Horizon Journal of Management, Economic, and Accounting Ekuitas Jurnal Pnedidikan Ekonomi Proceeding of International Conference on Humanity Education and Society Jurnal Administrasi Manajemen Sumber Daya Manusia dan Ilmu Sosial (JAEIS) PHINISI Balance: Jurnal Ekonomi
Ignatius Soni Kurniawan
Universitas Sarjanawiyata Tamansiswa
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Astronomy Automotive Engineering Biochemistry, Genetics & Molecular Biology Chemical Engineering, Chemistry & Bioengineering Chemistry Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Physics Public Health Social Sciences Transportation Other

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The Effect of Transformational Leadership, Work Engagement, and Quality of Work Life on Organizational Citizenship Behavior Febriyanti, Carlintyas; Kurniawan, Ignatius Soni; Yulianto, Eko
Almana : Jurnal Manajemen dan Bisnis Vol. 9 No. 3 (2025): December
Publisher : Bandung: Prodi Manajemen FE Universitas Langlangbuana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36555/almana.v9i3.2960

Abstract

The phenomenon behind this study is that some employees of Next Hotel Yogyakarta still focus primarily on their main tasks and have not fully demonstrated extra-role behaviors, such as helping colleagues or taking initiatives beyond their formal responsibilities. This condition indicates that organizational citizenship behavior (OCB) has not yet been optimal within the work environment. This study aims to analyze the influence of transformational leadership, work engagement, and quality of work life on organizational citizenship behavior. The research employs a quantitative approach involving 50 employees of Next Hotel Yogyakarta, who were selected using a census sampling technique. Data were collected through a questionnaire distributed via a survey and based on indicators relevant to the variables studied. Data analysis was conducted using SmartPLS version 4.0 to test the relationships among variables. The results indicate that transformational leadership, work engagement, and quality of work life have positive and significant effects on organizational citizenship behavior. This study highlights the importance of improving OCB through the significant antecedents proposed.
PENGARUH KEPEMIMPINAN TRANSFORMASIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN MEDIASI KUALITAS KEHIDUPAN KERJA DAN KOMITMEN ORGANISASIONAL: Indonesia Rahmawati, Nur; Kurniawan, Ignatius Soni; Kusuma, Nala Tri
Jurnal Manajemen Terapan dan Keuangan Vol. 14 No. 04 (2025): Jurnal Manajemen Terapan dan Keuangan
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v14i04.49557

Abstract

Penelitian ini berupaya untuk mengkaji pengaruh Kepemimpinan Transformasiona (KT) terhadap Organizational Citizenship Behavior (OCB) melalui peran mediasi ganda Kualitas Kehidupan Kerja (KKK) dan Komitmen Organisasional (KO) pada PLN Unit Pelaksana Pelayanan Pelanggan (UP3) Yogyakarta. Dasar dari fenomena penelitian ini adalah rendahnya OCB di tengah tekanan kerja tinggi akibat keluhan pelanggan terkait pemadaman listrik yang sering terjadi, sehingga pegawai dituntut bekerja melebihi peran standar. Selain itu, penelitian terdahulu memberikan temuan yang tidak konsisten terkait hubungan antarvariabel tersebut, sehingga perlu dikaji lebih lanjut pada konteks PLN UP3 Yogyakarta. Penelitian ini diterapkan pendekatan kuantitatif melalui metode survei terhadap keseluruhan populasi berjumlah 60 pegawai (sensus). Data dikumpulkan melalui kuesioner berskala Likert 1–5 dan penganalisisan data dilakukan dengan penerapan metode Structural Equation Modeling (SEM) berbasis Partial Least Square (PLS) dan hasilnya menunjukan bahwa KT mampu mempengaruhi secara positif dan signifikan terhadap KKK serta KO, namun tidak terbukti berpengaruh langsung signifikan terhadap OCB. KO berperan sebagai mediator signifikan dalam hubungan KT terhadap OCB, sedangkan KKK tidak berperan signifikan. Temuan ini menegaskan pentingnya KO dalam memperkuat pengaruh kepemimpinan terhadap perilaku positif pegawai di sektor pelayanan publik.
PENGARUH LINGKUNGAN KERJA, MOTIVASI INTRINSIK, DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI DI PT KERETA API INDONESIA (PERSERO) Yani, Linda; Kurniawan, Ignatius Soni; Lysander, Mohammad Ahyar Syafwan
Jurnal Manajemen Terapan dan Keuangan Vol. 14 No. 04 (2025): Jurnal Manajemen Terapan dan Keuangan
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v14i04.49558

Abstract

Penelitian ini memiliki tujuan untuk mengevaluasi dampak dari lingkungan kerja, motivasi intrinsik, dan budaya organisasi terhadap kinerja pegawai di Balai Pelatihan Teknik Traksi Darman Prasetyo PT Kereta Api Indonesia (Persero) Yogyakarta. Tujuan ini muncul karena adanya persaingan bisnis yang ketat, yang menuntut perusahaan BUMN ( Badan Usaha Milik Negara) penting seperti PT Kereta Api Indonesia (Persero) untuk mencapai performa terbaik, diperparah oleh ketidakpastian hasil penelitian sebelumnya mengenai dampak faktor-faktor tersebut terhadap kinerja, sehingga menunjukkan perlunya pengujian yang lebih terfokus di konteks organisasi yang terstruktur ini. Metode yang digunakan dalam penelitian ini adalah pendekatan kuantitatif, di mana pengumpulan data dilakukan melalui penyebaran kuesioner langsung kepada responden dengan teknik sensus, melibatkan 54 responden. Analisis data dilakukan dengan menggunakan SmartPLS 4. 0. Hasil dari penelitian ini menunjukkan bahwa lingkungan kerja memberikan pengaruh positif dan signifikan terhadap kinerja karyawan, sedangkan motivasi intrinsik menunjukkan pengaruh positif dan  tidak signifikan terhadap kinerja karyawan, selain itu, budaya organisasi memiliki pengaruh positif dan signifikan terhadapkinerja pegawai. Implikasi dari penelitian ini adalah manajemen perlu memfokuskan perhatian pada upaya peningkatan lingkungan kerja serta penguatan budaya organisasi, mengingat faktor eksternal lebih mendominasi dalam mempengaruhi kinerja karyawan di dalam BUMN.
Peran Komitmen Organisasional Dalam Pengaruh Kepuasan Kerja Dan Kualitas Kehidupan Kerja Terhadap Kinerja Karyawan PT. Ramayana Lestari Sentosa, Tbk Cabang Sleman Kurniawan, Ignatius Soni; Nurlita, Koni Awes
Jurnal Ilmiah Sumber Daya Manusia Vol 4 No 3 (2021): JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v4i3.10452

Abstract

Penelitian bertujuan untuk mengetahui pengaruh kepuasan kerja dan kualitas kehidupan kerja terhadap kinerja karyawan dengan komitmen organisasional sebagai variabel pemediasi. Penelitian dilakukan terhadap 80 karyawan PT. Ramayana Lestari Sentosa, Tbk Cabang Sleman. Pengumpulan data dilakukan melalui survei dengan kuesioner yang didistribusikan secara offline. Teknik pengambilan sampling dengan sampel jenuh.  Jenis penelitian ini bersifat deskriptif kuantitatif. Metode analisis data dengan uji instrumen, uji asumsi klasik, uji hipotesis, dan sobel test. Temuan menunjukkan bahwa kepuasan kerja tidak berpengaruh secara langsung terhadap kinerja karyawan yang dimediasi oleh komitmen organisasional. Ditemukan juga kualitas kehidupan kerja berpengaruh langsung terhadap kinerja dengan dimediasi oleh komitmen organisasional.
The Effect of Perceived Organizational Support on Employee Engagement and Turnover Intention: The Mediating Role of Organizational Commitment Franselina, Clarisa Nindya; Kurniawan, Ignatius Soni; Lysander, Mohammad Ahyar Syafwan
Jurnal Komunikasi dan Bisnis Vol. 13 No. 2 (2025): November 2025 - April 2026
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat Institut Bisnis dan Informatika Kwik Kian Gie

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46806/jkb.v13i2.1559

Abstract

Previous studies have reported inconsistent findings regarding the role of organizational commitment in explaining the relationship between perceived organizational support, employee engagement, and turnover intention, particularly in public service organizations. This study examines the influence of perceived organizational support on employee engagement and turnover intention at the Yogyakarta Central Post Office, while testing organizational commitment as a mediating variable. A quantitative survey was conducted with 50 respondents, and the data were analyzed using Partial Least Squares (PLS). The results show that perceived organizational support has a significant positive effect on employee engagement and organizational commitment, and a significant negative effect on turnover intention. However, the bootstrapping results for the indirect paths indicate that organizational commitment does not significantly mediate the relationship between perceived organizational support and either employee engagement or turnover intention, so the mediation hypothesis is not supported. These findings indicate that perceived organizational support plays a direct role in enhancing employee engagement and reducing turnover intention, while suggesting that other factors such as job satisfaction, intrinsic motivation, and leadership style may also influence employees’ decisions to remain with or leave the organization.
Job Satisfaction Bridges Contract Violation and Turnover Intention Priyatmika, Risma Ayu; Kurniawan, Ignatius Soni; Kusuma, Nala Tri
Research Horizon Vol. 5 No. 6 (2025): Research Horizon - December 2025
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.5.6.2025.831

Abstract

Employee retention is a critical challenge in public sector organizations, where unmet expectations and organizational misalignments can influence workforce stability. Psychological contract violations, perceived breaches of unwritten organizational promises, have been linked to decreased job satisfaction and increased turnover intentions. However, limited empirical studies examine the mediating role of job satisfaction in this relationship within public institutions. This study aims to investigate how psychological contract violation affects turnover intention and whether job satisfaction mediates this effect. Quantitative research was conducted using a survey of 70 employees, with data analyzed through Partial Least Squares-Structural Equation Modeling (PLS-SEM) using SmartPLS. Results indicate that psychological contract violations significantly reduce job satisfaction and increase turnover intentions. Job satisfaction negatively affects turnover intentions and partially mediates the relationship between contract violation and intention to leave. These findings highlight the importance of aligning organizational promises with employee expectations. Implications suggest that public institutions should enhance communication, implement clear policies, and provide career development opportunities to strengthen employee satisfaction and retention.
The Influence of Transformational Leadership, Intrinsic Motivation, and Extrinsic Motivation on Employee Performance: Evidence from Bugisan Tourism Village Deviasari, Cindy; Kurniawan, Ignatius Soni; Lysander, Mohammad Ahyar Syafwan
Research Horizon Vol. 5 No. 6 (2025): Research Horizon - December 2025
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.5.6.2025.848

Abstract

Employee performance is a key factor in the effective management, yet challenges such as low motivation and poor coordination among managers persist. This study examines the influence of transformational leadership, intrinsic motivation, and extrinsic motivation on employee performance. A quantitative approach was applied, surveying all 80 village management employees using a census technique. Data were collected via a five-point Likert scale questionnaire and analyzed with Partial Least Squares (SmartPLS) to assess validity, reliability, and relationships between latent variables through bootstrapping. The results indicate that all three independent variables positively and significantly affect employee performance, with an R² of 0.978, demonstrating strong explanatory power. The findings suggest that combining transformational leadership with balanced intrinsic and extrinsic motivation is an effective strategy to enhance employee performance and ensure the sustainable management of culture-based tourism in the village.
Building Organizational Citizenship Behavior Through Psychological Contract Mediation and Exogenous Variables Transformational Leadership and Organizational Support of Ny. Suharti Fried Chicken Restaurant Employees Syahril, Imran; Subiyanto, Didik; Kurniawan, Ignatius Soni
Jurnal Manajemen Bisnis Vol. 13 No. 1: March 2022
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/mb.v13i1.12876

Abstract

Research aims: This study aims to find out the effect of the strategy on building organizational citizenship behavior because the low level of organizational citizenship behavior causes the company to be unable to increase its effectiveness.Design/Methodology/Approach: In this study, the total population was 70 employees of fried chicken Ny. Suharti. The data collection method used the questionnaire method, while the technique for data analysis employed the classic assumption test, hypothesis testing, linear regression, and Sobel Test.Research findings: From this study, we found that (1) there was a positive result and significant effect of transformational leadership on psychological contracts (Y1), (2) there was a positive result but not significant effect of organizational support on psychological contracts, (3) there was a positive result with significant effect of transformational leadership on organizational citizenship behavior, (4) there was a positive result with significant effect of organizational support on organizational citizenship behavior, (5) there was a positive result but not significant effect on the influence of organizational support on psychological contracts, (6) there was a positive result but not significant effect of transformational leadership on organizational citizenship behavior, and (7) there was a positive result but not significant effect of the organizational support on organizational citizenship behavior, with the psychological contract variable as a mediating variable on employees of fried chicken restaurant Ny. Suharti.Theoretical contribution/Originality: This study contributes to the understanding of the effect of transformational leadership on psychological contracts, organizational support on psychological contracts, transformational leadership on organizational citizenship behavior, organizational support on organizational citizenship behavior, organizational support on psychological contracts, and organizational support on organizational citizenship behavior, with the psychological contract variable as a mediating variable on employees.Practitioner/Policy implication: Based on the analysis results, not all variables had a positive and significant effect except for transformational leadership on psychological contracts, transformational leadership on organizational citizenship behavior, and organizational support on organizational citizenship behavior; other than these variables, it showed positive reluts but insignificant.Research limitation/Implication: The research was only conducted at the fried chicken restaurant, Ny. Suharti. Therefore, the data collected had a low level of normality.
Pengaruh Stress Kerja, Keseimbangan Kehidupan Kerja, dan Kesejahteraan terhadap Keberlanjutan Kinerja (The Influence of Job Stress, Work-Life Balance, and Well-Being on Performance Sustainability) Wahyuni, Wiji Tri; kurniawan, Ignatius Soni; Purnamarini, Tri Ratna
Akutansi Bisnis & Manajemen ( ABM ) Vol 33 No 1 (2026): April
Publisher : STIE Malangkucecwara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35606/jabm.v33i1.1720

Abstract

In Micro, Small, and Medium Enterprises (MSMEs) in the Special Region of Yogyakarta, several issues have been identified, including high job stress, low work life balance, and a lack of well being at workplace, all of which significantly hinder performance sustainability. This study aims to examine the influence of job stress, work life balance, and workplace well being on performance sustainability in MSMEs within the Special Region of Yogyakarta. The target population of this studi was MSME employees in the region, with samples collected using an accidental sampling technique. Data obtained from 54 respondents were analyzed using the Smart PLS 4 software. The findings reveal that job stress and work life balance have an insignificant effect on performance sustainability, while workplace well being has a significant positive effect. These results suggest that holistic support for employee well being is a key factor in maintaining long-term performance. The implications of this study provide valuable insights for MSME practitioners to emphasize human resource policies that enhance workplace well-being through the creation of supportive environments, open communication, and emotional balance among team members.
Pengembangan Karir Memediasi Person-Job Fit, Kepuasan Kerja Terhadap Komitmen Kerja Pada Anggota Pasmar 3 Wimar Ariantanto; Ignatius Soni Kurniawan; Nala Tri Kusuma
Jurnal Manajerial Vol. 13 No. 01 (2026): Jurnal Manajerial
Publisher : Program Studi Manajemen Universitas Muhammadiyah Gresik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30587/jurnalmanajerial.v13i01.10820

Abstract

Background - Human resources are a strategic asset for organizations in achieving long-term goals, including in military organizations that demand discipline, loyalty, and a high level of work commitment. Work commitment is a crucial factor because it reflects an individual's psychological attachment to their work and willingness to maintain membership in the organization. High work commitment is believed to improve organizational stability, individual performance, and the overall sustainability of the institution. Aim – This study aims to analyze the influence of person–job fit and job satisfaction on work commitment, with career development as a mediating variable among members of Pasmar (Marine Corps) 3. Design/Methodology/Approach - This study used a quantitative approach with a survey method. Data collection was conducted by distributing questionnaires to all members of Pasmar 3 using a census technique, thus serving as the entire population sample. The number of respondents in this study was 110. Data were analyzed using Structural Equation Modeling based on Partial Least Squares (SEM-PLS) with the assistance of SmartPLS software. Findings - The results of the study indicate that: (1) person–job fit has a positive and significant effect on career development; (2) job satisfaction has a positive and significant effect on career development; (3) person–job fit has a positive and significant effect on work commitment; and (4) job satisfaction has a positive and significant effect on work commitment. However, (5) career development does not have a significant effect on work commitment, and (6) career development is unable to mediate the relationship between person–job fit and job satisfaction on work commitment. Conclusion - Person-job fit and job satisfaction play a dominant role in increasing work commitment, while career development has not been proven to act as a mediating variable in this relationship. Research Implications - This research provides practical implications for organizations, particularly military institutions, that increasing member work commitment is more effective through improving individual job fit and job satisfaction, rather than solely focusing on a formal career development system. Limitations - A limitation of this research is that the research was conducted only in one military unit, namely Pasmar 3, so the results cannot be generalized to other organizations. Furthermore, this research used a cross-sectional design, which only describes conditions within a specific time period.
Co-Authors Adji Sadewo, Setyo Ahmad Jamil Hidayatullah Ali Mustofa, Muhammad Alifian Dandy Aswara Ana Fitrotun Nisa Andi Andi Andira Ramadha Arundita Anggun Ramadhanty Antonius Edmundus Sembeng Aprilia, Bella Aska Khuluki Astri Dwi Aryani Astuti, Reni Puji Asy, Martinus Andika Azhari, Linda Betris Juliana Situmorang Bin Lada, Suddin Buchory, Hasan Cahyani, Eni Choirunnisak, Choirunnisak Christina Heti Tri Rahmawati Deviasari, Cindy Dewantoro, Rista Fauzi Dewi, Sekar Sandika Didik Subiyanto Dodok, Kasilda Dwiyanti, Clarita Eko Yulianto Fahmi Al Rizki Fatra, Nargadias Febriyanti, Carlintyas Fitriana, Anita Wahyu Franselina, Clarisa Nindya Gunawan, Hikmad Tyar Hadi Purnomo Hady, Syamsul Hartatok, Dedi Hartono, M Edhie Henny Welsa Herliyanti, Rika Putri Hidayanti, Faitul Isyander, Mohammad Ahyar Syafwan Jajuk Herawati Khoirunnisa, Rofifah Kirana, Kusuma Candra Koni Awes Nurlita Ksatria Tahta Pramudya Kurniati, Kornelia Cecika Kurniawati, Maria Jeanice Kusuma Candra Kirana Kusuma Chandra Kirana kusuma, nala tri Lada, Suddin Bin Lysander, Muhammad Ahyar Syafwan M. Edhie Hartono Mangara, M Jefri Megarani, Shifa Mubarkah, Ahmad Hanif Muhammad Kafal Faa'id Muhammad Ulil Albab Murtadha, Alfirda Lutfi Muskamal Muskamal Nala Tri Kusuma Nala Tri Kusuma Ndau, Arwantinus Nur Jannah, Dewi Karomatun Nur Rahmawati Nur Tifa Rachmawati Nurhidayat, Ahmad Wahyu Nurlita, Koni Awes Pamungkas, Purnomo Aji Pradana, Hanung Wahyu Pratama, Dhiyan Nanda Pratama, Rohmawan Adi Pratiwi, Yuliana Intan Priyatmika, Risma Ayu Purnamarini, Tri Ratna Purnamarini, Tri Ratna Purnomo, Hadi - Putra, Fikri Cahyana Putri, Sesilia Argiana Rahma Putri, Astrid Ayu Rahmawati, Christina Heti Tri Ramadhanti, Ardita Puri Ramadhanty, Anggun Ramadhon, Syahrul Adji Ratna Andriya Ulfah Ratna Purnamarini, Tri Restanti, Yusni Reza Setiawan Rikmaratri, Kintan Yuliyan Rimas, Maria Elviana Risang Bagus Hastungkara Aji Roji, Fahrul Rositasari, Intan Rosyidah Nurhidayati Sanjaya, Machmud Zain Alwi Saputra, Ardi Saputra, Bintang Adi Saputra, Dymas Warih Nugraha Saputro, Luthfi Nugroho Sari, Sekar Sari, Susi Dian Martha Septyarini, Epsilandri Sesi Pratiwi Setyaningsih, Ika Shiddiq, Nur Saifullah Siti Romdonah Subiyanto, Didik Sukoco, Yacinta Nararia Susanti Susanti Syahril, Imran Syamsul Hadi Syamsul Hadi Syawfan Lysander, Mohammad Ahyar Tri Isnawati Tri Ratna Purnamarini Ulfah, Ratna Andriya ULFATUN NIKMAH Umi Wahidah Usada, Dinda Theresia Wahyuni, Wiji Tri Weny Farisca Wicaksono, Dewi Wijayanti, Meliana Wiliam Kerby Pratama Bata Wahat Wimar Ariantanto Yani, Linda Yolanda, Novia Yuliana, Ika