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All Journal Journal of Educational, Health and Community Psychology Psikodimensia: Kajian Ilmiah Psikologi Biopsikososial: Jurnal Ilmiah Psikologi Fakultas Psikologi Universitas Mercubuana Jakarta GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling JURNAL PENDIDIKAN TAMBUSAI Psikoislamedia : Jurnal Psikologi Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Jurnal Muara Ilmu Ekonomi dan Bisnis Psibernetika Jurnal Ilmiah Psyche Dinasti International Journal of Education Management and Social Science Psikosains: Jurnal Penelitian dan Pemikiran Psikologi Provitae: Jurnal Psikologi Pendidikan Jurnal Bakti Masyarakat Indonesia Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) CENDEKIA : Jurnal Ilmu Pengetahuan COMMUNITY : Jurnal Pengabdian Kepada Masyarakat Psikologia: Jurnal Pemikiran dan Penelitian Psikologi Prosiding Seri Seminar Nasional YASIN: Jurnal Pendidikan dan Sosial Budaya Jurnal Indonesia Sosial Sains Journal of Artificial Intelligence and Digital Business AHKAM : Jurnal Hukum Islam dan Humaniora Eduvest - Journal of Universal Studies Priviet Social Sciences Journal Ranah Research : Journal of Multidisciplinary Research and Development IIJSE Jurnal Cendekia Ilmiah
Zamralita Zamralita
Fakultas Psikologi, Universitas Tarumanagara
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HUBUNGAN CHALLENGE STRESS DAN HINDRANCE STRESS TERHADAP PRESENTEEISM PADA KARYAWAN GENERASI Z Ignacia Callista; Zamralita Zamralita; Ismoro Reza Prima Putra
CENDEKIA: Jurnal Ilmu Pengetahuan Vol. 6 No. 1 (2026)
Publisher : Pusat Pengembangan Pendidikan dan Penelitian Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51878/cendekia.v6i1.8863

Abstract

The phenomenon of presenteeism, the behavior of continuing to work despite less than optimal physical or psychological condition, poses a significant challenge to the well-being of Generation Z employees, known for their adaptability but vulnerability to stress. This study focuses on analyzing the relationship between two dimensions of work stress—challenge stress (growth-inducing stress) and hindrance stress (inhibiting stress), and levels of presenteeism using Cavanaugh's theoretical framework. Using a quantitative approach using survey methods, data were collected from 209 Generation Z employees in Indonesia using the Challenge and Hindrance-related Self-Reported Stress Scale (C-HSS) and the Job Stress-Related Presenteeism Scale (JSRPS). Statistical analysis revealed the crucial finding that challenge stress significantly negatively correlated with presenteeism, meaning constructive work challenges actually decreased the likelihood of unproductive attendance, while hindrance stress demonstrated a significant positive relationship that triggered this behavior. Additional findings highlighted variations in levels of presenteeism across departments, with divisions with high administrative burdens, such as Accounting, showing the highest levels. This study concludes that effective stress management should focus on increasing meaningful work challenges and minimizing bureaucratic barriers to optimize the productivity and mental health of young workers. ABSTRAK Fenomena presenteeism, yakni perilaku tetap bekerja meski dalam kondisi fisik atau psikologis yang kurang prima, menjadi tantangan signifikan bagi kesejahteraan karyawan Generasi Z yang dikenal adaptif namun rentan terhadap tekanan. Penelitian ini berfokus pada analisis hubungan antara dua dimensi stres kerja, yaitu challenge stress (stres pemicu pertumbuhan) dan hindrance stress (stres penghambat), terhadap tingkat presenteeism dengan menggunakan kerangka teori Cavanaugh. Melalui pendekatan kuantitatif dengan metode survei, data dihimpun dari 209 karyawan Generasi Z di Indonesia menggunakan instrumen Challenge and Hindrance-related Self-Reported Stress Scale (C-HSS) dan Job Stress-Related Presenteeism Scale (JSRPS). Analisis statistik mengungkapkan temuan krusial bahwa challenge stress berkorelasi negatif secara signifikan dengan presenteeism, yang berarti tantangan kerja konstruktif justru menurunkan kecenderungan hadir tanpa produktivitas, sedangkan hindrance stress menunjukkan hubungan positif signifikan yang memicu perilaku tersebut. Temuan tambahan menyoroti variasi tingkat presenteeism antar departemen, di mana divisi dengan beban administrasi tinggi seperti Akuntansi menunjukkan tingkat tertinggi. Studi ini menyimpulkan bahwa manajemen stres yang efektif harus berfokus pada peningkatan tantangan kerja yang bermakna dan meminimalkan hambatan birokrasi untuk mengoptimalkan produktivitas serta kesehatan mental tenaga kerja muda.
PERAN CYBERLOAFING TERHADAP DIGITAL WELL- BEING PADA KARYAWAN GENERASI Z Margaretha Sabda Djaja; Zamralita Zamralita; Ismoro Reza Prima Putra
CENDEKIA: Jurnal Ilmu Pengetahuan Vol. 6 No. 1 (2026)
Publisher : Pusat Pengembangan Pendidikan dan Penelitian Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51878/cendekia.v6i1.8864

Abstract

The rapid development of digital technology has brought significant changes to the workplace, especially for Generation Z employees. Despite the benefits, the high intensity of digital technology use has the potential to cause psychological stress that can affect employees' digital well-being. One way employees cope with this is through cyberloafing, the use of the internet at work for personal purposes. This study aims to determine the relationship between cyberloafing and digital well-being among Generation Z employees. This study used a non-experimental quantitative method with a correlational approach. The study participants consisted of 213 active Generation Z employees with at least one year of work experience who cyberloafed for a maximum duration of 75 minutes per day. The measurement instruments used were the Cyberloafing Scale and the Digital Well-being Scale, adapted into Indonesian. The results showed a significant positive relationship between cyberloafing and digital well-being (r = 0.286; p < 0.001). Therefore, it can be said that cyberloafing, when done within reasonable limits, can serve as a coping mechanism to reduce work stress arising from the high intensity of digital technology use in the workplace. However, excessive cyberloafing can negatively impact physical health and work productivity. Therefore, it is important for organizations to create a work environment with a balanced use of digital technology. ABSTRAK Perkembangan teknologi digital yang pesat membawa perubahan signifikan dalam dunia kerja, terutama bagi karyawan Generasi Z. Terlepas dari manfaat yang bisa didapatkan, tingginya intensitas penggunaan teknologi digital berpotensi menimbulkan tekanan psikologis yang dapat memengaruhi tingkat digital well-being karyawan. Salah satu cara yang dilakukan karyawan untuk mengatasi hal tersebut adalah dengan cyberloafing, penggunaan internet di tempat kerja untuk kepentingan pribadi. Penelitian ini bertujuan untuk mengetahui hubungan antara cyberloafing dan digital well-being pada karyawan Generasi Z. Penelitian ini menggunakan metode kuantitatif non-eksperimental dengan pendekatan korelasional. Partisipan penelitian ini terdiri dari 213 karyawan Generasi Z yang aktif bekerja dengan pengalaman bekerja minimal selama 1 tahun, serta melakukan cyberloafing dengan durasi maksimal 75 menit per hari. Alat ukur yang digunakan adalah Cyberloafing Scale dan Digital Well-being Scale yang telah diadaptasi ke Bahasa Indonesia. Hasil penelitian menunjukkan bahwa terdapat hubungan positif yang signifikan antara cyberloafing dan digital well-being (r = 0,286; p < 0,001). Maka dapat dikatakan bahwa cyberloafing yang dilakukan dalam batas wajar dapat berfungsi sebagai mekanisme coping untuk mengurangi stres kerja yang muncul akibat tingginya intensitas penggunaan teknologi digital di lingkungan kerja. Namun, cyberloafing yang dilakukan secara berlebihan dapat berdampak negatif terhadap kesehatan fisik dan produktivitas kerja. Oleh karena itu, penting bagi organisasi untuk menciptakan lingkungan kerja dengan penggunaan teknologi digital yang seimbang.
PERAN WORK LIFE INTEGRATION TERHADAP WORK ENGAGEMENT PADA KARYAWAN GEN Z Aurelia Hindra; Zamralita Zamralita; Jessica Jessica
CENDEKIA: Jurnal Ilmu Pengetahuan Vol. 6 No. 1 (2026)
Publisher : Pusat Pengembangan Pendidikan dan Penelitian Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51878/cendekia.v6i1.9195

Abstract

The entry of Generation Z into the workforce requires companies to prioritize work engagement as a strategic priority to maintain employee stability and productivity. This study aims to critically examine the common assumption that Work-Life Integration is a key predictor of work engagement in this generational group. Using a quantitative approach, the study involved 220 Gen Z employees from various industrial sectors in Indonesia, with data analyzed using simple linear regression techniques. The statistical analysis results showed that the hypothesis was rejected, where Work-Life Integration had no significant effect on Work Engagement (p = 0.061), with a very small contribution of only 1.6%. Additional analysis based on demographic aspects also showed no significant differences. The main conclusion of this study indicates that for Gen Z employees, integration between work and personal life has shifted to a basic standard of facilities expected to prevent job dissatisfaction, but its existence is not necessarily a primary driver in increasing their work engagement. ABSTRAK Masuknya Generasi Z ke dalam angkatan kerja menuntut perusahaan untuk menempatkan keterikatan kerja (Work Engagement) sebagai prioritas strategis guna menjaga stabilitas dan produktivitas karyawan. Penelitian ini bertujuan untuk menguji secara kritis anggapan umum bahwa Integrasi Kehidupan Kerja (Work Life Integration) merupakan prediktor utama bagi keterikatan kerja pada kelompok generasi ini. Menggunakan pendekatan kuantitatif, penelitian melibatkan 220 karyawan Gen Z dari berbagai sektor industri di Indonesia, dengan data yang dianalisis melalui teknik regresi linear sederhana. Hasil analisis statistik menunjukkan bahwa hipotesis ditolak, di mana Work Life Integration tidak memiliki pengaruh yang signifikan terhadap Work Engagement (p = 0.061), dengan kontribusi yang sangat kecil, yakni hanya 1,6%. Analisis tambahan berdasarkan aspek demografi juga tidak memperlihatkan perbedaan yang signifikan. Simpulan utama studi ini mengindikasikan bahwa bagi karyawan Gen Z, integrasi antara pekerjaan dan kehidupan pribadi telah bergeser menjadi standar fasilitas dasar yang diharapkan untuk mencegah ketidakpuasan kerja, namun keberadaannya tidak serta-merta menjadi pendorong utama dalam meningkatkan keterikatan kerja mereka.
HUBUNGAN WORK-LIFE INTEGRATION DENGAN BURNOUT PADA KARYAWAN GEN-Z Arfeina Benazir Arvaisya; Zamralita Zamralita; Jessica Jessica
CENDEKIA: Jurnal Ilmu Pengetahuan Vol. 6 No. 1 (2026)
Publisher : Pusat Pengembangan Pendidikan dan Penelitian Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51878/cendekia.v6i1.9196

Abstract

The growing pressure faced by Generation Z employees shows that flexible work arrangements and digital technology do not always ensure psychological wellbeing. This generation works in an environment where the boundaries between professional and personal roles often overlap, potentially increasing stress and emotional fatigue. This study aims to examine the relationship between Work-Life Integration (WLI) and burnout among Gen-Z employees in Indonesia. This research used a quantitative approach with a correlational design. A total of 235 Gen-Z employees participated in this study, selected using purposive sampling. Data were collected online using two instruments: the Work-Life Boundary Enrichment Scale (WLBES) to measure WLI and the Burnout Assessment Tool (BAT) to measure burnout. Data were analyzed using Pearson’s correlation through SPSS. The results indicate that, overall, there is no significant relationship between WLI and burnout among Gen-Z employees. However, a weak but significant positive correlation was found in the exhaustion dimension (r = 0.147; p = 0.024), suggesting that higher levels of work–life integration may be associated with increased emotional fatigue in some individuals. This finding implies that WLI is not always a protective factor against burnout. For certain employees, blurred boundaries between work and personal life may contribute to added strain if not managed effectively. ABSTRAK Fenomena meningkatnya tekanan kerja pada karyawan Gen-Z menunjukkan bahwa fleksibilitas kerja dan perkembangan teknologi tidak selalu berbanding lurus dengan kesejahteraan psikologis. Generasi ini hidup dalam pola kerja digital yang cenderung membuat batas antara peran profesional dan kehidupan pribadi menjadi kabur sehingga berpotensi memicu stres dan kelelahan emosional. Penelitian ini bertujuan untuk mengetahui apakah terdapat hubungan antara Work-Life Integration (WLI) dan burnout pada karyawan Gen-Z di Indonesia. Penelitian ini menggunakan pendekatan kuantitatif dengan desain korelasional. Partisipan berjumlah 235 karyawan Gen-Z yang dipilih menggunakan teknik purposive sampling. Pengumpulan data dilakukan secara daring menggunakan dua alat ukur, yaitu Work-Life Boundary Enrichment Scale (WLBES) untuk mengukur WLI dan Burnout Assessment Tool (BAT) untuk mengukur burnout. Analisis data dilakukan menggunakan korelasi Pearson melalui SPSS. Hasil penelitian menunjukkan bahwa secara keseluruhan tidak terdapat hubungan yang signifikan antara WLI dan burnout pada karyawan Gen-Z. Namun, ditemukan hubungan positif lemah dan signifikan pada dimensi exhaustion (r = 0.147; p = 0.024), yang menunjukkan bahwa semakin tinggi integrasi antara pekerjaan dan kehidupan pribadi, sebagian responden justru mengalami peningkatan rasa lelah secara emosional. Temuan ini mengindikasikan bahwa WLI tidak selalu menjadi faktor protektif terhadap burnout, dan bagi sebagian individu, integrasi peran yang tidak terkelola dengan baik dapat memicu kelelahan tambahan.
Tuntutan Kerja di Era Always-On: Analisis Job Demand sebagai Faktor Pemicu Burnout Stephanus Raymond Dharmawan; Zamralita Zamralita
GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling Vol. 15 No. 4 (2025)
Publisher : Universitas Muhammadiyah Metro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24127/gdn.v15i4.14044

Abstract

The acceleration of digital transformation has fostered an always-on work culture in which employees are expected to remain continuously connected and responsive beyond formal working hours. This condition has blurred the boundaries between work and personal life and poses serious risks to employees’ psychological well-being. This study aimed to examine the role of job demands in the development of burnout among employees working within a continuous connectivity work culture in Jakarta. A quantitative, non-experimental design was employed. Data were collected from 133 employees working in various companies in Jakarta using the Burnout Assessment Tool (BAT) and the Job Demands–Resources Questionnaire (JD-R). Descriptive analysis indicated that both perceived job demands and burnout levels were relatively high among participants. Pearson correlation analysis revealed a significant positive relationship between job demands and burnout (r = 0.414, p < 0.001). This relationship was further confirmed through linear regression analysis, which showed that job demands significantly predicted burnout (F = 27.045, p < 0.001), explaining 17.1% of the variance in burnout (R² = 0.171). Additional analysis demonstrated that job demands had the strongest influence on the emotional impairment dimension of burnout compared to other dimensions. These findings indicate that increasing work pressures, particularly in digitally driven environments that require constant availability, substantially elevate the risk of burnout among employees. The study reinforces the Job Demands–Resources model, emphasizing that excessive job demands without sufficient resources contribute to employee exhaustion and emotional impairment. The results highlight the urgent need for organizations to implement sustainable work management strategies, such as regulating after-hours connectivity and promoting work–life balance, to protect employees’ mental health in the era of digital work.
Transformasi Tuntutan Kerja Menjadi Integrasi Kehidupan Kerja Melalui Penguatan Peran Sumber Daya Kerja Gabriella Salim; Zamralita Zamralita; Urip Purwono
Ranah Research : Journal of Multidisciplinary Research and Development Vol. 8 No. 3 (2026): Ranah Research : Journal Of Multidisciplinary Research and Development
Publisher : Dinasti Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/rrj.v8i3.2075

Abstract

This study aims to examine the role of job resources in moderating the influence of challenge demands and hindrance demands on work-life integration. Operationally, challenge demands are defined as demands that trigger self-development, hindrance demands as obstacles to goal achievement, and job resources as physical and psychological support aspects. Work-life integration is the ability to harmoniously combine professional and personal role boundaries. The participants in the study included 223 career women working full-time as consultants in the Greater Jakarta area, married, and with children in intensive care. Data collection was done using an online questionnaire adapted from the Work-Life Integration Scale, the Job Demands Scale, and the Job Resources Scale of the JD-R model. This study used a quantitative approach with a cross-sectional design. The results of Multiple Regression analysis using PROCESS Macro Model 1 showed that challenge demands had a significant positive effect on work-life integration (B = 0.988, p < .001). A unique finding contradictory to the general literature was found for hindrance demands, which also had a significant positive effect (B = 0.457, p < .001). Moderation analysis confirmed that job resources strengthened the positive relationship for both types of demands; acting as a boosting effect for challenge demands and an enhancing effect for hindrance demands. The implications of these findings suggest that for women in consulting careers, the primary integration strategy is not to minimize the burden, but to optimize the available workforce resources to transform pressure into integration opportunities.
Peran Impostor Syndrome terhadap Digital Well-Being pada Karyawan Zamralita Zamralita; Fatkhi Mizard Noerafif; Reza Fahlevi
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 2 (2026): Mei-Juli
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i2.10295

Abstract

Transformasi digital di lingkungan kerja telah meningkatkan penggunaan teknologi dalam aktivitas profesional sehari-hari, sehingga menciptakan tuntutan baru yang dapat memengaruhi kesejahteraan psikologis karyawan. Kondisi kerja modern ditandai oleh intensifikasi penggunaan teknologi, budaya kerja yang selalu terhubung, serta ekspektasi ketersediaan digital yang tinggi. Di tengah kondisi tersebut, Digital Well-Being menjadi aspek penting yang mencerminkan kemampuan individu mempertahankan kesejahteraan subjektifnya dalam berinteraksi dengan teknologi digital. Salah satu faktor psikologis yang diduga berperan dalam membentuk Digital Well-Being adalah Impostor Syndrome, yaitu keyakinan bahwa diri tidak sekompeten sebagaimana dipersepsikan orang lain dan disertai ketakutan bahwa kekurangan tersebut akan terungkap. Meskipun berbagai penelitian telah menghubungkan penggunaan teknologi dengan munculnya perasaan impostor, literatur yang ada masih terbatas dalam menjelaskan peran Impostor Syndrome sebagai prediktor yang memengaruhi kesejahteraan digital karyawan. Penelitian ini bertujuan untuk menguji peran Impostor Syndrome terhadap Digital Well-Being pada karyawan. Penelitian menggunakan pendekatan kuantitatif prediktif dengan melibatkan 207 karyawan yang dipilih melalui teknik convenience sampling. Digital Well-Being diukur menggunakan Digital Well-Being Scale (DWBS) yang dikembangkan oleh Arslankara et al. (2022), sedangkan Impostor Syndrome diukur menggunakan Impostor Profile 30 (IPP30) adaptasi Fahlevi et al. (2025). Data dianalisis menggunakan regresi linear sederhana dengan bantuan perangkat lunak JASP. Hasil penelitian diharapkan dapat memberikan kontribusi teoritis dalam pengembangan kajian psikologi kerja digital serta menjadi dasar bagi organisasi dalam merancang strategi peningkatan kesejahteraan karyawan di era transformasi digital yang semakin berkembang dan berkelanjutan.
THE ROLE OF WORK STRESS AND COWORKER SUPPORT BETWEEN TOXIC LEADERSHIP AND TURNOVER INTENTION Kurnianingrum Ayu Minarti; Zamralita Zamralita
Jurnal Muara Ilmu Ekonomi dan Bisnis Vol. 9 No. 2 (2025): Jurnal Muara Ilmu Ekonomi dan Bisnis
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmieb.v9i2.34919

Abstract

Penelitian ini bertujuan untuk menguji dampak toxic leadership terhadap intensi keluar kerja melalui peran mediasi stres kerja, serta menguji peran dukungan rekan kerja sebagai moderator pada hubungan toxic leadership dan stres kerja. Toxic leadership dapat meningkatkan stres kerja, sehingga menambah peluang individu untuk meninggalkan organisasi. Dalam hal ini, dukungan rekan kerja diharapkan dapat membantu mengurangi efek negatif toxic leadership terhadap stres kerja. Penelitian ini menggunakan metode penelitian kuantitatif non eksperimental dengan menggunakan kuesioner. Survei dilakukan dengan melibatkan 417 karyawan Generasi Z di Jakarta yang diperoleh melalui teknik convenience sampling. Alat ukur yang digunakan dalam penelitian ini adalah Toxic Leadership Scale, Intention to Leave Scale, Job Stress Scale dan Coworker Support Scale. Analisis data menggunakan tes sobel dan structural equation model (SEM) menggunakan AMOS. Hasil penelitian menunjukkan bahwa toxic leadership berpengaruh terhadap stres kerja, yang pada gilirannya memicu niat karyawan Gen Z untuk meninggalkan pekerjaan. Dalam hal ini, dukungan rekan kerja menunjukkan pengaruh signifikan dalam meredakan stres yang disebabkan oleh toxic leadership. Temuan ini menggarisbawahi pentingnya organisasi untuk mengatasi fenomena toxic leadership demi kesejahteraan karyawan dan keberlanjutan organisasi. Hasil penelitian ini diharapkan memberikan wawasan bagi organisasi dalam mengembangkan intervensi yang lebih efektif untuk menciptakan lingkungan kerja yang positif, serta mengurangi tingkat turnover dalam organisasi.   This study aims to examine the impact of toxic leadership on turnover intention through the mediating role of work stress, as well as examine the role of coworker support as a moderator in the relationship between toxic leadership and work stress. Toxic leadership can increase work stress, thus increasing the chances of individuals leaving the organization. In this case, coworker support is expected to help reduce the negative effects of toxic leadership on work stress. This study uses a quantitative research method using a questionnaire. The survey was conducted involving 417 Generation Z employees in Jakarta obtained through convenience sampling technique. The measuring instruments used in this study are Toxic Leadership Scale, Intention to Leave Scale, Job Stress Scale and Coworker Support Scale. Data analysis used sobel test and structural equation model (SEM) by AMOS. This study found that toxic leadership affects work stress, which in turn triggers Gen Z employees' intention to leave work. In this study, coworker support show a significant effect in relieving stress caused by toxic leadership. These findings underscore the importance of organizations to address the phenomenon of toxic leadership for employee well-being and organizational sustainability. The results of this study are expected to provide insights for organizations in developing more effective interventions to create a positive work environment, as well as reducing turnover rates in organizations.
Co-Authors Achmad Khalid Alfajar Ardjuna Aginta Aprillia Agita Presilia Aisyah Ning Asih Alvin Sanjaya Anastasia Putri Leleng Wilis Anastasia Putri Leleng Wilis Arfeina Benazir Arvaisya Audry Carissa Dirk Aulia Rizki Amelia Aurelia Hindra Aurelio Hermawan Callista Vanessa Xenia Christine Elisabeth Widyachandra Cindy Jacop Danan Prima Nanda Daniel Lie Daniel Lie Davina Veronica Dea Faustine Debora Basaria Debora Basaria Debora Basaria Dinda Augest Brilianti Eunike Filia Christy Evelina Florensia Rudy Fatkhi Mizard Noerafif Fransiska Xaveria Aryani FX Yanuar Sidharta Gabriella Salim Griselda Yuliawan Hanna Christina Uranus Harvi Wahyu Putriadi Hilmma Hermawan Ignacia Callista Irene Irene Ismoro Reza Prima Ismoro Reza Prima Prima Ismoro Reza Prima Putra Ismoro Reza Prima Putra Ismoro Reza Prima Putra Ivana Kamilie Jessica Chandika Jessica Jessica Jessica Jessica Jessica Jessica Karissa Veren Katarina Linalera Serpara Khalidatul Rafi’ah Kornelius Rio Kurnianingrum Ayu Minarti Laura Aurelia Austine Untung Liani Cynthia Lilenza Irawan Setradihardja Margaretha Sabda Djaja Marsha Indahsaputri Nadya Isfahany Pasya Natasya Priskila Novena Maria Vianney Octavianus Prabowo P. Tommy Y. S. Suyasa Patrick Nugroho Nicktow Putri Deviyeni Putri Deviyeni Ray Caesarly Santosa Reza Fahlevi Rian Pri Rismiyati E Koesma Rismiyati E. Koesma Rismiyati E. Koesma Rita Markus Idulfilastri Rita Markus Idulfilastri Rita Markus Idulfilastri Rita Markus Idulfilastri Rita Markus Idulfilastri Rita Markus Idulfilastri Saraswati, Kiky Dwi Hapsari Sonia Halimatu Sa’diyah Stephanus Raymond Dharmawan Stevinia Stevinia Susanto, Chandra Tetty Rismiyati Tjenita Young Urip Purwono Urip Purwono Valerie Alicia Erica Rumbajan Venesia Venesia Venesia Venesia Venesia Venesia Venesia Venesia Vilia Chandra Vivia Lee Yudhistira Victoria