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Pentingnya Gaya Kepemimpinan Dalam Mengelola Organisasi : Sebuah Studi Literatur Sistematik Mushaddiq Suaidy, Hillman; Rony, Zahara Tussoleha
Jurnal Bisnis dan Ekonomi Vol 1 No 1 (2023): Jurnal Bisnis dan Ekonomi
Publisher : OGZ Research & Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61597/jbe-ogzrp.v1i1.2

Abstract

Abstrak : Gaya kepemimpinan memiliki kelebihan dan kekurangan yang perlu diperhatikan. Pemilihan gaya kepemimpinan yang tepat harus disesuaikan dengan konteks dan kebutuhan organisasi atau badan usahayang bersangkutan. Tujuan : Penelitian ini memiliki tujuan untuk mengidentifikasi faktor-faktor yang berperan sebagai penyebab mengapa peran gaya kepemimpinan dalam pengelolaan organisasi dianggap penting atau tidak. Metodologi : Penelitian ini merupakan sebuah studi literatur yang melibatkan analisis terhadap duabelas jurnal yang berkaitan dengan gaya kepemimpinan dalam pengelolaan organisasi. Hasil Penelitian : Hasil ini ini menunjukkan bahwa setiap gaya kepemimpinan memiliki karakteristik dan aplikasi yang sesuai dengan jenis organisasi atau badan usaha tertentu. Pemilihan gaya kepemimpinan yang tepat dapat membantu mencapai tujuan organisasi dan meningkatkan kinerja anggota atau karyawan.
Pengaruh Gaya Kepemimpinan Transformasional terhadap Produktivitas Kerja : Studi Analisis Tinjauan Literatur Sistematik Asman, Zul; Rony, Zahara Tussoleha
Jurnal Bisnis dan Ekonomi Vol 1 No 1 (2023): Jurnal Bisnis dan Ekonomi
Publisher : OGZ Research & Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61597/jbe-ogzrp.v1i1.5

Abstract

Abstrak : Perubahan dalam suatu organisasi merupakan tantangan yang sering dihadapi. Meskipun memiliki tingkat turnover yang tinggi, perubahan menuju perbaikan dalam sebuah tim masih sulit dicapai. Kurangnya penelitian tentang proses perubahan di tingkat tim dalam konteks perubahan organisasi menjadi perhatian utama. Tujuan : untuk menyelidiki dan memahami proses perubahan di tingkat tim dalam konteks perubahan organisasi. Penelitian ini bertujuan untuk menggali faktor-faktor yang mempengaruhi penerjemahan dan implementasi perubahan di tingkat kelompok dan individu serta memahami dampaknya terhadap perilaku, makna, dan kerangka kerja dalam organisasi. Metodologi : Metode penelitian yang digunakan adalah penelitian kualitatif dengan pendekatan studi kasus dan studi pustaka. Hasil Penelitian : perubahan dalam suatu organisasi merupakan tantangan yang membutuhkan pemahaman tentang proses perubahan di tingkat tim dan individu. Pemimpin tranformatif dan pengalaman belajar memiliki peran penting dalam membentuk budaya organisasi.
The Transformation Of E-HRM In Developing The Quality Of Human Resources Based On Information Technology Toward Employee Performance Through Employee Satisfaction Sumaryono, Sumaryono; Machdar, Nera Marinda; Hidayat, Wastam Wahyu; Rony, Zahara Tussoleha
International Journal of Artificial Intelligence Research Vol 9, No 1.1 (2025)
Publisher : Universitas Dharma Wacana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29099/ijair.v9i1.1.1572

Abstract

This research aims to evaluate the impact of e-compensation, e-learning, and e-performance appraisal on organisational performance, with team member satisfaction as a mediating variable. The study was conducted at PT. XYZ. Methodology used: A total of 77 respondents participated in this research. Data processing was carried out using the Structural Equation Modeling (SEM) method with a Partial Least Squares (PLS) variance-based approach. The results of the reliability and construct validity tests indicate that all variables have a high reliability level, with Cronbach's Alpha values as follows: Compensation Management (0.96), E-Learning (0.95), Employee Satisfaction (0.94), Employee Performance (0.96), and Performance Appraisal (0.91), all of which exceed the threshold of 0.90. The team member satisfaction variable consists of 13 indicators (Z.01 to Z.13) and was measured using a survey involving 77 respondents. To meet the criteria for convergent validity, each item must have a loading factor value of at least 0.60. An R-square value of 0.81 indicates that 81% of the variability in the dependent variable. Based on the analysis results, all indicators in this study meet the criteria for good validity and reliability. The indicators for the Employee Satisfaction variable show loading factor values above the threshold of 0.60.
Potential of E-Commerce as a Method of Agricultural Business Marketing on MSME Scale Gede Endra Bratha, Wayan; Tussoleha Rony, Zahara; Winarso, Widi
Dinasti International Journal of Economics, Finance & Accounting Vol. 3 No. 4 (2022): Dinasti International Journal of Economics, Finance & Accounting (September - O
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v3i4.1398

Abstract

The study aims to review the performance of e-commerce in the operation of agricultural SMEs so that the view for developing and implementing e-commerce can be improved. The method used in this research is an approach is carried out through the literature study, namely research that critically examines knowledge, ideas or findings and provides theoretical and methodological contributions to the object of study. Originality/value – This study identifies, explores, analyzes and summarizes the main themes that contribute to deepening the literature by identifying the potential of e-commerce as a marketing method for agricultural businesses MSME scale.
Determination of publication performance: Analysis of organizational culture and leadership style mediated by motivation Hiswara, Abrar; Ali, Hapzi; Sawitri, Ni Nyoman; Rony, Zahara Tussoleha
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3278

Abstract

Purpose: The purpose of this study is to identify the factors influencing publication performance at universities in West Java. Research Methodology: The research applies a quantitative descriptive method using both primary and secondary data. Primary data were collected through questionnaires with a 5-point Likert scale, while secondary data came from relevant academic sources such as Scopus, Web of Science, Elsevier, Sinta, and Google Scholar. The sample size was determined using the Hair formula, and data were analyzed using SmartPLS 4.1.0.0 through outer model, inner model, and hypothesis tests. Results: The study found that organizational culture and leadership style each have a positive and significant effect on motivation, while both variables also positively and significantly influence publication performance. Motivation itself was shown to have a positive and significant impact on publication performance. Furthermore, the results indicate that organizational culture and leadership style each exert a positive and significant indirect effect on publication performance through motivation as a mediating variable. Conclusions: Organizational culture, leadership style, and motivation significantly enhance university publication performance in West Java. Limitations: This study is limited to publication performance in higher education institutions in West Java. Contribution: This study aims to identify factors that influence publication performance, with a focus on organizational culture, leadership style, and motivation.
Determinants of Turnover in Maritime Workforces: Competence, Career Path, and Engagement with Job Satisfaction Mediation Usmar, Usmar; Lanopi, Tamrin; Bahtiar, Bahtiar; Supriadi, Yoyon; Suroso, Sugeng; Rony, Zahara Tussoleha; Widana, I Dewa Ketut Kerta
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 5 (2025): JIMKES Edisi September 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i5.3747

Abstract

Employee turnover remains a critical challenge in the maritime transportation sector, where unique working conditions such as long-term separation from family, high occupational risks, and irregular schedules often lead to dissatisfaction and high resignation rates. This study aims to analyze the determinants of employee turnover by conducting a systematic literature review of previous studies on employee competence, career path, and work engagement, with job satisfaction as a mediating variable. Articles were collected from reputable databases including Scopus, Web of Science, Emerald, Springer, Sage, Thomson Reuters, and Sinta journals, covering publications from 2016 to 2024. Through a structured screening process, 32 relevant articles were identified and analyzed using comparative analysis to synthesize similarities, differences, and gaps across studies. The findings reveal that employee competence, career path, and work engagement significantly affect turnover, both directly and indirectly through job satisfaction. However, research focusing specifically on the maritime sector remains limited, creating a contextual gap in understanding turnover under extreme occupational settings. The proposed conceptual framework integrates these variables to provide a holistic model of turnover dynamics, offering theoretical enrichment and practical guidance for human resource strategies. This study contributes to the literature by highlighting the unique context of maritime transportation and by formulating hypotheses for future empirical validation.   Keywords: Employee Turnover, Job Satisfaction, Employee Competence, Career Path, Work Engagement
Praktik HRM Berbasis Artificial Intelligence dan Rekrutmen Inklusif Terhadap Kinerja Karyawan di Sektor Publik: Systematic Literature Review (SLR) Putri, Dannies Permata; Rony, Zahara Tussoleha
Balance : Jurnal Akuntansi dan Manajemen Vol. 5 No. 1 (2026): April 2026
Publisher : Lembaga Riset Ilmiah

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59086/jam.v5i1.1316

Abstract

Penelitian ini menelaah secara sistematis bagaimana praktik Human Resource Management (HRM) berbasis Artificial Intelligence (AI) dan rekrutmen inklusif membentuk kinerja karyawan di sektor publik. Dengan pendekatan Systematic Literature Review (SLR), studi ini mengidentifikasi, mengevaluasi, dan mensintesis bukti empiris dari lima basis data akademik pada periode 2015–2026. Dari 279 artikel awal, proses seleksi mengikuti pedoman PRISMA 2020 menyaringnya menjadi 10 studi inti untuk dianalisis mendalam. Kajian ini menunjukkan satu pesan utama: AI meningkatkan kualitas proses, sementara inklusi menentukan dampaknya pada kinerja. Penerapan AI paling sering ditemukan pada rekrutmen, evaluasi kinerja, dan pengembangan talenta, yang secara konsisten mendorong efisiensi, memperkuat objektivitas, dan meningkatkan transparansi dalam pengelolaan SDM publik. Namun, manfaat tersebut menjadi lebih bermakna ketika diintegrasikan dengan rekrutmen inklusif misalnya melalui anonimisasi identitas kandidat, penerapan merit system, dan kebijakan aksesibilitas karena mekanisme ini memperkuat keadilan sekaligus memperluas representasi dalam birokrasi. Dari sisi outcome, kinerja karyawan paling sering diukur melalui produktivitas, kepuasan kerja, keterlibatan (engagement), inovasi, dan well-being. Temuan kuantitatif menegaskan bahwa inclusion memiliki pengaruh yang lebih kuat dibanding diversity terhadap kinerja, mengindikasikan bahwa “merasa dilibatkan dan diperlakukan adil” lebih menentukan daripada sekadar “beragam secara demografis”. Dampak positif ini juga cenderung lebih kuat ketika work engagement berperan sebagai mediator, serta ketika terdapat dukungan organisasi dan budaya kerja inklusif sebagai moderator. Secara strategis, integrasi AI dan kebijakan inklusi bukan hanya modernisasi administratif, tetapi tuas kelembagaan untuk memperkuat kinerja aparatur, meningkatkan akuntabilitas birokrasi, dan menjaga keberlanjutan institusi publik.   This study systematically examines how Artificial Intelligence (AI)–enabled Human Resource Management (HRM) practices and inclusive recruitment shape employee performance in the public sector. Using a Systematic Literature Review (SLR) approach, the study identified, appraised, and synthesized relevant empirical evidence from five academic databases covering 2015–2026. From 279 initial records, screening and eligibility assessment following PRISMA 2020 resulted in 10 core studies for in-depth analysis. The review points to a central insight: AI improves the quality of HR processes, while inclusion determines how strongly those improvements translate into performance gains. AI-based HRM is most frequently applied in recruitment, performance appraisal, and talent development, where it consistently enhances efficiency, strengthens objectivity, and increases transparency in public-sector HR processes. However, these benefits become more consequential when integrated with inclusive recruitment policies such as candidate anonymization, merit-based selection, and accessibility measures because they reinforce procedural fairness and broaden representation in public bureaucracies. Regarding outcomes, employee performance is most commonly captured through productivity, job satisfaction, engagement, innovation, and well-being. Quantitative evidence indicates that inclusion exerts a stronger effect on performance than diversity, suggesting that “being meaningfully involved and treated fairly” matters more than demographic heterogeneity alone. These relationships are further explained by work engagement as a key mediator, and are amplified when organizational support and an inclusive work culture operate as moderators. Strategically, integrating AI with inclusion policies is not merely an administrative upgrade; it functions as an institutional lever to strengthen public employee performance, enhance bureaucratic accountability, and support the long-term sustainability of public organizations  
Pengaruh Praktik Pengelolaan SDM Dan Budaya Organisasi Terhadap Kinerja Karyawan: Mediasi Pemanfaatan HR Analytics (Studi Kasus pada Tenaga Kependidikan Perguruan Tinggi di Kota X) Hotdotua M, Vandri; Rony, Zahara Tussoleha
Balance : Jurnal Akuntansi dan Manajemen Vol. 5 No. 1 (2026): April 2026
Publisher : Lembaga Riset Ilmiah

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59086/jam.v5i1.1318

Abstract

Perubahan lingkungan kerja yang makin digital mendorong organisasi mengelola SDM secara lebih strategis dan berbasis data. Penelitian ini merangkum temuan-temuan studi sebelumnya tentang pengaruh praktik pengelolaan SDM dan budaya organisasi terhadap kinerja karyawan, serta meninjau apakah HR Analytics dapat menjadi penghubung (mediator) yang memperkuat pengaruh tersebut. Fokus implikasi penelitian diarahkan pada tenaga kependidikan perguruan tinggi di Kota X. Metode yang digunakan adalah Systematic Literature Review (SLR) dengan panduan pelaporan PRISMA 2020. Pencarian artikel dilakukan melalui Web of Science, ScienceDirect, SpringerLink, dan Google Scholar dengan kata kunci terkait HRM practices/HPWS, organizational culture, HR analytics/people analytics, dan employee performance. Dari proses seleksi, ditemukan 20 artikel awal dan 15 studi yang memenuhi kriteria untuk dianalisis. Hasil kajian menunjukkan bahwa praktik pengelolaan SDM dan budaya organisasi umumnya berdampak positif pada kinerja karyawan. Dampak praktik SDM terlihat lebih kuat ketika praktik tersebut diterapkan sebagai sistem yang saling mendukung, bukan program yang berdiri sendiri. Budaya organisasi yang mendukung konsistensi, adaptasi, keterlibatan, dan orientasi layanan juga cenderung meningkatkan kinerja. Selain itu, HR Analytics berpotensi menjadi mediator karena membantu organisasi membuat keputusan SDM berbasis data mulai dari mengenali masalah, menentukan intervensi yang tepat, hingga mengevaluasi hasilnya. Namun, bukti empiris tentang peran mediasi ini masih terbatas dan belum konsisten, terutama karena perbedaan definisi dan indikator HR Analytics antar studi. Penelitian dalam konteks perguruan tinggi juga masih sedikit, sehingga diperlukan studi empiris lanjutan pada tenaga kependidikan dengan menggabungkan data survei dan data organisasi.   Work environments are becoming increasingly digital, pushing organizations to manage human resources more strategically and with evidence-based approaches. This study synthesizes prior evidence on how HRM practices and organizational culture influence employee performance, and examines the potential mediating role of HR Analytics, with a focus on implications for higher education administrative staff in City X. A Systematic Literature Review (SLR) was conducted and reported in line with PRISMA 2020. Literature was searched in Web of Science, ScienceDirect, SpringerLink, and Google Scholar using keywords related to HRM practices/HPWS, organizational culture, HR analytics/people analytics, and employee performance. The screening process identified 20 records, of which 15 studies met the inclusion criteria and were synthesized. The review indicates that HRM practices and organizational culture generally have a positive relationship with employee performance. The impact of HRM practices appears stronger when practices are implemented as an integrated, mutually reinforcing system rather than as isolated initiatives. A culture that supports consistency, adaptability, employee involvement, and service orientation is also associated with better performance. HR Analytics may mediate these relationships by enabling data-driven HR decision-making helping organizations identify problems, target interventions, and evaluate outcomes. However, empirical evidence remains limited and fragmented due to varying definitions and measurement indicators of HR Analytics across studies. Research in higher education settings is still scarce, highlighting the need for further empirical testing among administrative staff by combining survey data with organizational data.  
Systematic Literature Review: Pengaruh Praktik Pengelolaan Sumber Daya Manusia, Insentif Kerja, dan Fleksibilitas Kerja terhadap Kinerja Karyawan Damanik, Jhon Nevry; Rony, Zahara Tussoleha
Balance : Jurnal Akuntansi dan Manajemen Vol. 5 No. 1 (2026): April 2026
Publisher : Lembaga Riset Ilmiah

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59086/jam.v5i1.1321

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh sinergis antara praktik Manajemen Sumber Daya Manusia (MSDM) modern, insentif kerja berbasis kinerja (termasuk sistem berbasis algoritma), dan model fleksibilitas kerja (hibrida dan workation) terhadap kinerja karyawan di era "New Work". Metode yang digunakan adalah Systematic Literature Review (SLR) dengan mengikuti pedoman PRISMA 2020. Identifikasi literatur dilakukan melalui basis data elektronik seperti Scopus, EBSCO, dan Web of Science, dengan kriteria seleksi menggunakan kerangka PICOT. Analisis data mencakup sintesis realist melalui kerangka kerja Context Mechanism Outcome (CMO), meta-analisis, dan sintesis naratif. Hasil utama menunjukkan bahwa efektivitas praktik MSDM sangat ditentukan oleh kualitas proses implementasi yang melibatkan manajer lini, bukan sekadar konten kebijakan formal. Sistem insentif berbasis algoritma memberikan keunggulan dalam adaptasi waktu nyata, namun berisiko mereduksi otonomi dan kepercayaan jika mekanismenya tidak transparan. Selain itu, fleksibilitas kerja terbukti meningkatkan otonomi dan kompetensi karyawan, meskipun memiliki tantangan berupa risiko isolasi sosial. Dalam konteks Indonesia, ditemukan bahwa kepuasan kerja merupakan determinan paling dominan yang memengaruhi capaian kinerja. Kesimpulannya, kinerja karyawan saat ini merupakan hasil dari sinergi strategis antara efektivitas eksekusi MSDM, kecerdasan sistem insentif, dan model kerja fleksibel. Organisasi disarankan untuk memperkuat peran manajer lini dan transparansi teknologi guna menjaga keseimbangan psikologis staf. Penelitian di masa depan perlu fokus pada studi longitudinal untuk memantau dampak jangka panjang dari model kerja hibrida.   This study aims to analyze the synergistic effects of modern Human Resource Management (HRM) practices, performance-based work incentives (including algorithm-driven systems), and flexible work models (hybrid work and workation) on employee performance in the “New Work” era. The method employed is a Systematic Literature Review (SLR) following the PRISMA 2020 guidelines. Literature was identified through electronic databases such as Scopus, EBSCO, and Web of Science, with selection criteria based on the PICOT framework. Data analysis included realist synthesis using the Context–Mechanism–Outcome (CMO) framework, meta-analysis, and narrative synthesis. The main findings indicate that the effectiveness of HRM practices is largely determined by the quality of the implementation process involving line managers, rather than merely the content of formal policies. Algorithm-based incentive systems offer advantages in real-time adaptation, but they risk reducing autonomy and trust if their mechanisms are not transparent. In addition, work flexibility has been shown to enhance employees’ autonomy and competence, although it also poses challenges such as the risk of social isolation. In the Indonesian context, job satisfaction was found to be the most dominant determinant influencing performance outcomes. In conclusion, contemporary employee performance results from a strategic synergy between effective HRM execution, intelligent incentive systems, and flexible work models. Organizations are advised to strengthen the role of line managers and ensure technological transparency to maintain employees’ psychological balance. Future research should focus on longitudinal studies to monitor the long-term impacts of hybrid work models.  
Analysis of leadership, capabilities, and organizational culture on employee performance through motivation Jumawan, Jumawan; Ali, Hapzi; Sawitri, Ni Nyoman; Rony, Zahara Tussoleha
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2909

Abstract

Purpose: This study examines the influence of leadership, capability, and organizational culture on employee performance through motivation in the Market XXX. Research Methodology: The method used in this study was descriptive quantitative. The study population consisted of 1,284 employees with a sample of 270 respondents. Primary and secondary data were used in this study. SmartPLS was used as an analytical tool in this study. The tests conducted in this study included the Validity Test, Reliability Test, Inner Model Test, Outer Model Test, and Hypothesis Test. Results: The method used in this study was descriptive and quantitative. The study population consisted of 1,284 employees with a sample of 270 respondents. Primary and secondary data were used in this study. SmartPLS was used as an analytical tool in this study. The tests conducted in this study included the Validity Test, Reliability Test, Inner Model Test, Outer Model Test, and Hypothesis Test. Conclusion: Based on the problem formulation, hypothesis, results, and discussion, it can be concluded that in the XXX market: leadership, capability, and organizational culture each have a positive and significant effect on both motivation and employee performance, either directly or indirectly through motivation Limitations: This study was limited to discussing employee motivation and performance. Generalizations from these findings may be limited by their focus on the XXX market. In addition, although this study used questionnaires/surveys created by the researchers to ensure their relevance, the data used may be subject to bias, such as social desirability or limited disclosure of unfavorable opinions. Contribution: This study contributes to the understanding of the factors that influence employee motivation and performance, such as leadership, capabilities, and organizational culture. Novelty: This study adds new insights into other factors that influence employee motivation and performance, particularly in the XXX market. Thus, it can be used as a reference in future literature.
Co-Authors , Andi Tenri Uleng Akal ,, Erwansyah - STMIK Nusa Mandiri, Adelia Alvi Yana ., Sufriadin AA Sudharmawan, AA Abd. Rasyid Syamsuri Abdul Majid Abdul Majid, Rafdi Abdul Rohman Abdul Rosid Abdul Wahab Syakhrani Abdullah A. Muhammadar Abdur Rahman As’ari Abdurrahman Sadikin Abdurrozzaq, Sabiq Fauzy Abidin, Alie Zainal Abrar Hiswara Ach Resa Fahcrizi Ach Resa Rachrizi Ach. Choirul Achmad Fauzi Achmad Noerkhaerin Putra ACHMAD RIFAI Adawiyah, Rizky Noor Addafi Aryaguna Ade Bagus Susilo Ade Irawan Adean Mayasri Adegbeye, Moyosore Joseph Adelina Hasyim Adi Muhajirin Adilawati, Lega Adilman Reliance Lawolo Aditya Putra Perdana Prasetyo Adler Haymans Manurung Adli Muhammad Putra Pratama Adli, Danung Nur Adlina, Min Adretta Putri Cendani Afni Nirmala Deli Lase Agung Imaduddin Agung Imaduddin Agus Dharmanto Agus umar Gazali, Agus umar Gazali Agustian Zen Agustina, Renata Christa Aguswina Hulu Ahdi Topan Sofyan Ahmad Baehaqi, Ahmad Ahmad Bahrudin Ahmad Buchori Ahmad Naufal Farras Ahmad Taufiq ahmad yani Ahmad, Karmilayana Ahmad, Nabil Alvein Aji, Waluyo Ajiwicaksana, Bayu Akbar, Moh Rifaldi Akhmal Busyairi Akkuşci, Yavuz Erdem Al amin, Muhammad Yordan Yuliano Alamsyah Poetra, Alfianto Taufik Albert Boly Lewar Aldillah Wulandhari, Shobiechah Aldino, Desky Alek Sudarso Ali Djamhuri Amalia, Dwi Ayu Lutfiani Amalia, Ismi Amaliah, Gina Ambar Winarti Amini, Safrina Anak Agung Ayu Intan Wulandari Analiansyah Anas, Khoirul Anassetiya, Veby Andi Aladin Andi Aris Mattunruang Andi Badli Rompegading Andi Muhammad Irwan, Andi Muhammad Irwan Andi Prasetyo Andi Suryanto Andika Eka Herlina Andita, Naya Andreas A. Febrianto Andreas Julia Konmop Andriall, Shonda Andriani, Auliya May Anggunita Shekina Happy Anisyah Hasibuan, Yuli Aniza Octoviani Anna Veronika Ansaria, Naila Anwar Anwar Anwar Fuadi, Anwar Apriani, Ari Aprilia Ambarwati Aprilianingrum, Dina Aprilyanti, Dwi Fikha APRIYANTI WIDIANSYAH AR, M. 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Putra Paminto Agung Christianto Pamudi, Berwi Fazri Pandra, Andika Pangastuti, Priliza Nuramaning Parissing, Yoshita P Pas, Elidad Gloria Pasaribu, Rasnius Patricia SM, Susan Barbara Paulina Maidodga Permana, Diky Oktiadi Permatasari, Sinta Eka Pirman Syah Prabowo, Rachmat Udhi Pradana, Rieski Ega Praditya Ardhana, Rafli Pramesti, Riska Ayu Pramono Pramono Prasetya, Gede Ridho Anandya Prasetyono, Agus Pratama Sandi Alala Pratama, Siswa Pratama, Tia Ayu Nafi Pratiwi, Eka Titik Pratiwi, Heni Prihatin, Nanang Priliza Nuramaning Pangastuti Primadi Candra Susanto Primandari, Putri Amalia Priska Oktaviani Puji Astuti PUJI LESTARI Pulungan, Nopita Sari Purwoko, Agus Putri, Dannies Permata Putri, Yosephine Intan Santosa Qiqi, Qiqi Qomariyah, Novia R Wisnu Prio Pamungkas R. H. Handayani Rachmadani Nur Itasari Rachmawan, Ahmad Rahastri, Ajeng Rahmad Andika rahmad Kurniawan Rahmadani, Mutiara Rindi Rahman Rahman Rahman, Catur Aryanto Rahman, Fadhlil Ulum Abdul Rahmansyah, Andrean Rahmat Gunawan Rahmat Hermawan Rahmatulloh, Fawaz Sani Rahmawati, Laily Mega Rahmi Febriyanti Raihan Aditya Perkasa Rajali, Muhamad Ramadhani, Muhammad Ramadhanti, Choirul Lisa Ramlawati Ramlawati Ramzy, Arib Naufal Randyantokho Randyantokho Rany Windysari Rasidah Rasidah Ratih Pitasari Ratna Kusumawardani, Ratna Rauzana, Rauzana Rena Yunita Rahman, Rena Yunita Rencana Laoli Rendyansyah Renwarin, Joseph M. J. Restu Widyo Sasongko Retno Rosariastuti Revisika Reza Hikmatulloh Rhamadini, Dhea Ria Novianti Rianto, Muhammad Richo Ribkha Kurniawati Rica Erliyana Wijaya Rida, Rizkha Ridwan, Ridwan Ridwani, Ryan Ridho Rifaldin, Handy Riffi Kurnia Ningsih Rika Rosnelly Rina Pratiwi Pudja I. A Rina Wahyu Winarni Rinaldi, Aris Rini Herliani Riny Jefri, Riny Rio Apriyanto Ririn Indriani Rismelda Rismelda Rita Mulyanti Rita Novita Riza Linda Rizal Adiyatma Rizaldy, Al Haydar Rizki Amalia Rizki Ananda Rizki Fajar Febriansyah Rizki Syahfina Rizki Syahfina Rizki, Alia Rizky Maulana, Rizky Rizkyah, Alika Eka Robi'atul F. Hartasari Robiatud Daniyah Rofana Aghniya Rofika Rofika, Rofika Rohmat Mujahid, Rohmat Ronny Martien Ropiudin . Rosa, Audy Chintya Rosmiati . Rostini, Rostini Rosyadi, Muhammad Ghufron Rosyady, Muhammad Ghufron Rosyid Ridlo Al-Hakim Royanti, Nur Ika Rudi F, Fachri Yanuar Rudi Laksono Rudiono Rudi Rumansyah, Dhika Aditya Rusandi Noor Ruslan Kalla, Ruslan Rusmana, Annisa Widianty Rusmardiana, Ana Rusyada, Hilma Rysa Sahrial Rysanto, Rysanto S. Tui, Rini Novrianti Sabara, Zakir Sabila, Puji Chairu Sadarman , Safaruddin Safrudin Hasan Safrudin Safrudin Sahabuddin, Chuduriah Sahira, Rasyadhifa As Sahrial, Rysa Sahrina, Alfi Saidin I. A. Ampun Saihan Sal Sabilla Heni Nurdia Salahuddin, Citra Widyasari Salim, Lutfi Laili Salman Salman Fauzi Salsabila Putri Adhisty Salsabila, Liya Sama’un Sama’un Samosir, Andrew Imada Sancoko Putro, Feby Dwi Sandy, Gilang Ary Sapto Irawan Saputro, Prasetyono Hadi Saragih, Geofani Milthree Sarah Farha Sari Devi Sari Novalianda Sari NS, Intan Kemala Sari, Ade Risna Sari, Bernadetha Titis Wulan Sari, Lucia Dewi Kartika Sari, Rycha Kuwara Sari, Selly Purwita Sari, Wahyu Indah Sarnawiah, Sarnawiah Saryana, Saryana Sasmita Sasmita Satriya Ary Hapsara Sa’adatar Rohmah, Nilna Sedayu, Angger SEMBIRING, RESEP Septiashri, Dian Fitrotin Setiawan, Asep Ridwan Setiawan, Jodi Setiyono Setiyono Setyo Trisnadi Shafira, Nafka Shandika, Sisfalbi Defri Sheela Chandren Sigit Dwi Yudanto Sigit Dwi Yudanto Silfia Andeni Silitonga, Tatar Bonar Simanjuntak, Novi Catarina Sinaga, Sesdian Dwi Sinasa, Ridwan Siregar, Syifa Habibah Siska Mellisa Siswadhi, Ferry Sitepu, Karolina Siti Maharrani Siti N. Fajri Sitti Chadijah Situmorang, Dokman Marulitua Sobari, Mohammad Soegiarto, Ita Soehardi Soehardi Soehardi Soehardi Sofyatuddin Karina Soraya aya sri giarti, sri Sri Hartati Sri Hayati Sri Mulyati Sri Poernomo Sari SRI RAHAYU Sri Widodo Sri Winarno Sri Yulianto Joko Prasetyo Styawan, Anita A. Subban, Subban Sudiantini, Dian Sudiarti, Nani Sufriadin, Sufriadin Sugeng Santoso Sugeng SUROSO Sugeng Suroso SUGENG SUROSO, SUGENG Sugianto Sugianto Sugiarto , Sugiarto Suhaimi Suhaimi Suharjuddin Suharjuddin Suharjuddin Suharjuddin Suharno Suharno Suharnomo Suharnomo Sukamti, Tri Sukmawati Waluyo Putri Sulaeman Sulaeman Sulaiman Helmi Sulaiman Sulaiman Sulandra Sulandra Sulistyawati, Sri Sulistyono, Rudi Sulistyowati Sulistyowati Sumani . Sumar Sumar Sumaryono Sumaryono Sumaryono Sunbanu, Halani Felda Sungkono Sungkono Supardi Supardi Suparman Suparman Suparni, Monica Suprayogi Suranda, Novalyo Suranto Suranto Suriani Suriani Suriati Lafau Surya, Asik Suryandaru, Nugroho Adi Suryaningsih, Eko Suryasatriya Trihandaru Susanta, Vonny A. Susanti, Nia Susanto Susanto Susanto, Eko Budi Susatyo Adhi Pramono, Susatyo Adhi Susi Hendartie Susilawati, Eva Sutantyo , Erwin Swis Tantoro Syafitri, Aini Syafitri, Shofia Rahma Syahira Syahira Syahriani - STMIK Nusa Mandiri Syahrul Purnawan Syamsu Rijal Syamsul Bakhtiar Ass. Syeben Hezer Taher, Taslim Takdir Syarif Takwim, Mardi Tamrin, AG Tanjung, Ramadan Tarsono Taslim Djafar Taufiq Azhari, Muhammad Telaumbanua, Faudunasokhi Tenrisau, Dhihram Theresia Theresia Thohir, Burhanuddin Tilman, Eduardo Varela Tjahjo M. Widjajanto Trengginas, Way Lilo Tandang TRI HANDOYO Tri Wanda Septian Tri Widyastuti Tukimin Tukimin Udadi Sadhana Ulasaswini, Andi Ade Ulfi, Takhiyatul Ulinnuha, Zulfa Umar Zakka Umar, Almukmin Umaroh, Rodiah Umi Hanik Handayani Usmar Usmar, Usmar Usriyah, Lailatul Utami, Fadila Nawang Utami, Fitria Utomo Budiyanto Vaniamosa, Sesilia Kirana Veithzal, Andria Permata Vhani Wulandari Vina Serevina Viqqi Kurnianda Virgiawan, Virgiawan Viva Oktaviani, Viva Vivi Indriyani Vrastika, Anis Wa Ode Arsyiah Wahida Wahyuni Wahyono, Anton Wahyu Ari Putranto Wahyu Nur Atikah Wahyu Wirasati Wahyuni Diah Ekasari Wanda Sari Novianti Wanggara, Iyangga Wardani, Lestari Kusuma Wardoyo, Alfin Andrias Warkianto Widjaja WARUWU, KHAMO Wastam Wahyu Hidayat Wedekaningsih, Arfika Wennoto, Stevi Wentin, Wentin Widana, I Dewa Ketut Kerta Widi Winarso, Widi Widiyanti, Septi Widjayah, Andrry Widodo, Aan Wijinindyah, Ayutha Wijonarko, Rizqi Wilhelmina Asterix Nicolas Wilujeng Aldilla Wiska Baharuddin Wiwin Saputra Wulandari, Amalia Rizki Wulandari, Ayuni Putri Wulanjari, Distiana Wulansari, Bella Indriati Yadi Yani, Setyawati Yansen Bagas Christianto Yanti, Eli Delvi Yasmirah Mandasari Saragih Yayi Suryo Prabandari Yesika Siagian, Windy Yoga Aji Handoko Yoga Tri Nugraha Yohannes Sardjono Yosephine Intan Santosa Putri Yoszi Mingsi Anaperta Yoyon Supriadi Yudantiar, Mayang Arinda Yudhira, Ahmad Yulfida, Lola Yusra Yuli Hariyati Yulisyahyanti YULISYAHYANTI Yumami, Eva Yuni Devita Yuni Kurnia Purwati Yuniel Putra Hulu Yunifa Miftachul Arif Yunita, Tyna Yusak Prasetio Yusril Rahman Yusriyanto, Yusriyanto Yustisiwo Yuswanti Ariani Wirahayu Zacky Maulana Zahra Ulinnuha Zahraini Zahraini Zahrosa, Dimas Bastara Zai, Cut Rana Wati Zainur, Yatim Zakiiya, Ghulaman Zakiyah, Afifatuz Zamdial - Zarra Farisa Zulfiandri Zulfiandri