IMPLEMENTATION OF PTKIN QUALITY ANSURANCE : PERFORMANCE IMPROVEMENT EFFORTS THROUGH MOTIVATION AND JOB SATISFACTION IN ACEH

This article discusses the quality assurance performance of the Aceh State Islamic Religious College (PTKIN), which is influenced by motivation and job satisfaction in the implementation of quality assurance. This article describes three important things, namely describing the response of quality assurance implementers on motivation and job satisfaction, and proving quantitatively about the contribution of both to the quality assurance performance of PTKIN Aceh. Obtaining data through a survey questionnaire on motivation, job satisfaction and performance. Data analysis used descriptive analysis techniques to explain motivation responses and job satisfaction. Testing the performance hypothesis of PTKIN Aceh quality assurance using a simple regression test. The results of the analysis concluded that the motivation and job satisfaction of the Aceh PTKIN quality assurance implementers in implementing the quality assurance system was Strong or Good, and had a significant positive effect on the motivation and job satisfaction variables on the performance of the Aceh PTKIN quality assurance implementers.


A. INTRODUCTION
The implementation of quality assurance in tertiary institutions is increasingly sticking out in the academic atmosphere in Indonesia. The implementation of quality assurance exists due to pressure from regulations, both from the Ministry of Research and Technology and the Ministry of Religion of the Republic of Indonesia. The implementation of quality assurance is currently being felt warmly among the academic community of higher education, both at the national and international levels (Fitrah, Ruslan, and Hendra 2018). Quality assurance is the benchmark for higher education through an accreditation-based assessment system. This is because proving the quality of higher education nationally is still being pursued through the assessment system for accreditation of study programs and tertiary institutions (A Bacin 2017).
The higher education quality assurance system has been implemented by the government for the continuity and improvement of the quality of higher education. Based on Law No. 12 of 2012, explained that the quality assurance system in higher education must be evaluated through the Internal Quality Assurance System (SPMI) and the External Quality Assurance System (SPME), whose output is known as

College Accreditation and Study Program
Accreditation (Presiden Republik Indonesia 2012). So that this activity will be escorted under the Quality Assurance Agency (LPM) at the IAIN and UIN levels as well as the Quality Assurance Center (P2M) at the STAIN level (Fitrah, Ruslan, and Hendra 2018). The work ability of LPM / P2M at PTKIN can be measured by performance.
Therefore, the performance of the LPM / P2M team must be guaranteed first. So the performance of the higher education Quality Assurance team really needs to be taken seriously. Whether the team has been able to work well, is able to carry out tasks and functions effectively and efficiently (Bambang Sumardjoko 2010). The good performance of the quality assurance team is needed to carry out all higher education quality improvement programs. In essence, the performance of the quality assurance team must be guaranteed before the higher education quality assurance program is implemented.
Performance is the ability shown by someone in carrying out something or the task that is being done. The task that is carried out is the responsibility of individuals and institutions / institutions (Yusaini, 2018 Quality assurance performance needs to be measured quantitatively, so as to provide an overview of whether the quality assurance performance obtained will be comparable to the assigned task (Gumiandar 2013). Quality assurance performance needs to get a real picture so as to provide confidence in the acceleration of the quality of PTKIN in the future. But the performance of quality assurance is born and is influenced by motivation and job satisfaction. So these two variables are also important points that will affect the performance of higher education quality assurance (Fitria, R. dan Adam Idris. 2014).
The important question is how the performance of the Aceh PTKIN quality assurance implementers so far in responding to government regulations with the set standards. So this article aims to explain three important things, namely: (1) the response of quality assurance implementers regarding work motivation in implementing the quality assurance system at PTKIN; (2) quality assurance response regarding job satisfaction in implementing the quality assurance system in PTKIN; (3) quality assurance response regarding performance in implementing the quality assurance system in PTKIN; (4) the positive influence of motivation and job satisfaction simultaneously on the performance of quality assurance at PTKIN in Aceh.

System
The higher education quality assurance system is a system that must be designed to realize the ideals of national education among universities. Quality assurance of higher education institutions in Indonesia formally only started in 2003, starting with guidelines for higher education quality assurance. The thing that really triggers the quality assurance movement is the existence of an obligation for universities to implement a quality assurance system, in order to create competent graduates in their respective fields (Fitrah, Ruslan, and Hendra 2018

Work Motivation Quality Assurance
The word motivation comes from the With this method, we will provide an explanation in this article relating to the motivation response, satisfaction and performance of PYKIN quality assurance implementers in Aceh.

Work Motivation Response Quality Assurance
The response to the work motivation of the implementers of the PTKIN quality assurance system was surveyed through three The circle diagram according to Figure   1, above is the result of an analysis of 9 (nine)

Quality Assurance System
The response to job satisfaction of the implementers of the PTKIN quality  This has an effect on the pleasure and displeasure of completing the work that has been assigned. Does the quality assurance at PTKIN always feel happy in completing work. This question was answered by the responses of the quality assurance through questionnaires that were distributed and assessed with a score of 4.24. That is, they often work to finish a job with pleasure. This needs to be emphasized in the category of always happy to complete work. If you are always happy in completing work, it means that you no longer cause problems at work, so that every time you feel happy to work, there will be job satisfaction.
Job satisfaction is very necessary at work. But sometimes the sense of job satisfaction disappears due to the many jobs given that do not match the skills and educational background they have. This is a problem at work. So job satisfaction is also influenced by such conditions. The current condition is that the PTKIN quality assurance officers are often assigned with jobs that are in accordance with their field of expertise.
This can also be proven by the questionnaire score which responded to 4.01. Thus job The questionnaire responded with a score of 4.41 by the quality assurance. This score indicates that they often complete work by means of cooperation (cooperative) with the work team.

Performance of Quality Assurance System Implementers
The performance response of the implementers of the PTKIN quality 1 Able to influence colleagues to achieve goals.
2 Have initiative in completing work.
3 Able to motivate team / coworkers. 4 Able to strengthen the quality system in teaching or structural assignments.
5 Able to strengthen quality through community service assignments.
Based on Figure 3 provides information The PTKIN quality assurance system needs to be improved through various means.
For example, if a member of quality assurance is a quality assurance, then he needs to strengthen the quality assurance system through a learning process that is carried out (Lampuhyang et al. 2020). If he is a structural force, then he must also be able to strengthen the system through administrative tasks. Current conditions, PTKIN quality assurance officers often strengthen the internal quality assurance system in carrying out their duties and functions. This information is proven through the results of descriptive data analysis which responded by quality assurance with a score of 4.11. This means that mutual assurance often strengthens the quality assurance system through its tasks which ultimately have an  Figure 4 below:  and job satisfaction on quality assurance performance. Ha:ρX3X2-1 ≠ 0; There is a joint (simultaneous) influence on motivation and job satisfaction on quality assurance performance.
The third hypothesis testing is to see whether or not there is an effect simultaneously, namely work motivation and job satisfaction on quality assurance performance in PTKIN. To take the necessity in testing this hypothesis is based on the results of the SPSS input in the Anova section, which is shown in table 2 below