The Effect of Competence and Work Discipline on Teacher Performance at

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INTRODUCTION
Education is an investment of a nation, because with education humans will have knowledge that will be able to improve and develop the quality of human resources.
Human resource management is a program, activity to obtain, develop, maintain and utilize human resources in achieving its goals in an organization (Hikmah et al., 2022).
Teachers have a very central role in realizing the goals of education. Therefore, various efforts to improve teacher performance in the education system are carried out in order to achieve an increase in the quality of education. This will not be achieved without the support of qualified and professional teachers (Keshav et al., 2022).
Discipline is a mental attitude that is reflected in the actions or behavior of individuals, groups or communities in the form of obedience to rules or regulations applied by the government or ethics, norms and rules that apply in society for certain purposes (Nadya et al., 2022). Work discipline can also be interpreted as self-control so as not to do something that is contrary to the philosophy and morals of Pancasila.
Teacher performance can also be influenced by their final educational qualifications, whether they are in accordance with the established standardization. In general, qualifications are the main requirement for someone to become a teacher in an educational institution (Mudinillah, 2019).
Based on the above background, the formulation of the problem can be formulated as follows : (1). Does competence have a direct effect on teacher performance? (2) Does work discipline have a direct effect on teacher performance? (3) Do competence and work discipline together have a direct effect on teacher performance?

Teacher Performance
Basically, the discussion about performance is something that cannot be separated from individual life. Every individual lives to fulfill their life needs with the work process. In this work process, each individual is required to have good and competent performance quality with the hope of achieving goals in an organization and individual needs (Rohmalimna et al., 2022).
Performance is a work achievement that is the result of the implementation of a work plan made by an institution implemented by an organization that is carried out by leaders and employees (HR) who work in these institutions, both government and companies (business) to achieve organizational goals (Kartel et al., 2022). From the above opinion, it can be seen that performance is a product produced by an employee in a predetermined unit of time with certain criteria as well. The product in question can be in the form of services and goods.
Performance is the achievement or achievement of a person with regard to the tasks assigned to him (Tri Wulandari & Adam Mudinillah, 2022). Referring to this definition, performance can be interpreted as the result of a person's work in carrying out his duties. Performance can be formulated as the results of work achieved by a person, group or organization at a certain time in carrying out tasks or work that is the authority and responsibility of a person, group or organization based on applicable procedures and rules for the benefit of achieving predetermined goals .
According to Amrina, Zulmuqim, et al. (2022), several factors can be used as a measure of employee performance, namely (a) effectiveness, (b) authority and responsibility, (c) discipline, and (d) initiative. Furthermore, Umar mentioned that there are ten components to measure performance, namely: (a) quality of work, (b) employee honesty, (c) initiative, (d) attendance, (e) attitude, (f) cooperation, (g) reliability, (h) knowledge of work, (i) responsibility, and (j) time utilization. The quality of employee performance is influenced by various factors that can be used as a benchmark for good or bad employee performance. These factors are related to each other to form the performance expected to achieve organizational goals.
Meanwhile, there are five factors in the popular performance appraisal, namely a) the quality of work, including: accuracy, thoroughness, appearance and acceptability of output; b) quantity of work, including: volume of output and contribution; c) supervision required, including: advice, direction and improvement; d) attendance, including: regulation, trustworthiness/reliability and punctuality; e) conservation, including: prevention of waste, damage and maintenance of equipment. To measure individual performance can be done through three indicators proposed by Mathis and Jakcson, namely: quantity of results, quality of results and timeliness of results (Riane Jonhly, 2015).
The level of performance produced by teachers or employees tends to vary. In an organization, good performance is expected. Of course, good performance will produce good quality for individuals or organizations. With the achievement of optimal teacher performance will certainly improve the quality of an educational institution. Because every job will definitely have a reward in the world or in the hereafter (Najeed et al., 2022).

Competence
Competence is a fundamental characteristic of an individual (Safitri et al., 2022). Thus, competence becomes very useful to help organizations/institutions create a high performance culture. Every institution always tries to improve itself in improving the competence of its human resources. This is intended to face the dynamics of competitive work and requires teachers to be able to provide improved performance (Hartini et al., 2022).
Competence is also defined as knowledge, skills and abilities that a person has mastered have become part of him so that he can perform cognitive, affective and psychomotor behaviors as well as possible (Anoum et al., 2022).
Competence is an ability to carry out or perform a job or task based on skills and knowledge and supported by the work attitude required by the job (Ritonga et al., 2023). Competence also indicates the characteristics of knowledge and skills possessed or required by each individual that enable them to perform their duties and responsibilities effectively and improve professional quality standards in their work (Assoah, 2007). Competence is an ability to do a job based on the skills, knowledge and work attitude required by the job (Demina et al., 2022).
Based on these meanings, it can be seen that competence is a pillar or very important thing in performance or profession. Because without having competence the work will not be carried out as expected. Either competence in the form of knowledge or in physical form (Dewi S et al., 2022). Competence is a behavioral characteristic that describes a person's motives, traits, self-concept, values, knowledge (knowledge) and skills (skills) in carrying out their work properly. These characteristics are not visible and are described in the unity of behavior in the form of attitudes. However, the elements of competence can be mentioned, namely knowledge, skills, and behavior (attitude) (Firman et al., 2022).
Competence is not an ability that cannot be influenced. Michael Zwell revealed that there are several factors that can affect a person's competence, namely: (1) beliefs and values, (2) skills, (3) experience, (4) personality characteristics, (5) motivation, (6) emotional issues, (7) intellectual abilities, and (8) organizational culture (Wibowo, 2011). An organization that has a strong organizational culture always emphasizes the importance of expertise to achieve good quality performance.

Work Discipline
In an institution or organization, work discipline is something that really needs to be considered for the smooth and effective achievement of the organization's goals. Because obedience to the rules and policies that exist in the work environment greatly influences performance (Gabriela et al., 2022).
Singodimedjo defines discipline as the attitude of a person's willingness and willingness to obey and obey the norms of the rules that apply around him. Good employee discipline will accelerate company goals, while degenerate discipline will become a barrier and slow down the achievement of goals (Edy Sutrisno, 2012).
According to Latainer, defines discipline as a force that develops within the employee's body and causes the employee to adjust voluntarily to decisions, rules, and high values of work and behavior. Meanwhile, Edy Sutrisno revealed that discipline is a respectful attitude towards company rules and regulations, which exists within the employee, which causes him to adjust voluntarily to the rules and regulations of the organization (Nopiana et al., 2022).
Work discipline is a tool used by managers to change a behavior and as an effort to increase a person's awareness and willingness to obey all applicable social rules and norms. Discipline is basically a management action to encourage members of the organization to comply with various provisions and regulations that apply in an organization, which includes: (a) the existence of rules or regulations, (b) the compliance of followers, and (c) the existence of sanctions for violators (Qureshi et al., 2022).
According to (Rahmah et al., 2022), discipline is a person's awareness and willingness to obey all company regulations and applicable social norms. Awareness is the attitude of someone who voluntarily obeys all the rules and is aware of his duties and responsibilities, so he will obey / do all his duties properly, not under duress.

RESEARCH METHODOLOGY
This research is quantitative research with a survey approach. Survey research is a study conducted through direct observation of a symptom or collection of information from a large or small population, but the data studied is data from a sample as representative of the population data. The population in this study were all teachers at Madrasah Aliyah Negeri 1 Batang Hari, totaling 29 people. 4964,690 28 Based on the results of data processing with SPSS version 20, it appears that the value of r is smaller than the α (alpha) level, namely (0.05) or 0.000 <0.05, so the competency variable on the teacher performance variable is linear. 5. Teacher Performance (Y) on Work Discipline (X2) ANOVA Table  Sum  The results showed that: 1) Competency and work discipline variables have a positive coefficient direction on teacher performance; 2) The constant value shows the effect of variable X (competence and work discipline), if the competency and work discipline variables increase by one unit, it will have an effect of one unit on the teacher performance variable. This means that the teacher performance variable will increase or be fulfilled by one unit of the competency and work discipline variables; 3) The regression coefficient value of the competency variable on the teacher performance variable is equal to 0.461 means that if the teacher's competence increases by one unit, the teacher's performance will increase by a constant of 23.699. The regression coefficient is positive, meaning that between competence and teacher performance has a positive effect.
Based on the above calculations, it can be seen that the effect of competence(X1) on teacher performance (Y), or teacher performance determined by competence is 0.461 or 46.1%. The regression coefficient value of the work discipline variable on the teacher performance variable is equal to0.397 means that if the teacher's work discipline increases by one unit, the teacher's performance will increase by a constant of 23.699. The regression coefficient is positive, meaning that work discipline and teacher performance have a positive effect.
Based on the above calculations, it can be seen that the effect of work discipline (X2) on teacher performance (Y), or teacher performance is determined by work discipline is 0. The third hypothesis is tested in accordance with the paradigm that reflects the hypothesis, namely Competence and Work Discipline together (simultaneously) affect Teacher performance. To answer the third hypothesis, a simultaneous test (f test) was conducted. The ftabel value can be seen in the f distribution table using a confidence level of 95%, a value of 5% (0.05), taking into account df 1 (number of variables minus 1) or 3-1 = 2 and df 2 (n-k-1) or 29-2-1 = 26. Where n (number of respondents), k (number of independent / free variables). Which then obtained an ftabel value of 3.37. From the Anova test or f test as shown in Significant effect Based on the table above, it can be seen that partially the most influential variable is the Competence variable on Teacher performance, which is 46.1%.

CONCLUSION
Conclusion: (1) Based on regression analysis shows that the effect of Competence on Teacher performance is 46.1%, with the obtained value of tcount> ttable or 2.541>1.705, this indicates reject H0 and accept Ha. This means that there is a significant influence between Competence on Teacher performance in Madrasah Aliyah Negeri 1 Batang Hari. (2) Based on regression analysis, it shows that the effect of Work Discipline on Teacher performance is 39.7%, with the obtained tcount> ttable value or 2.541>1.705, this indicates reject H0 and accept Ha. This means that there is a significant influence between Work Discipline on Teacher performance in Madrasah Aliyah Negeri 1 Batang Hari.
(2) Based on the results of inferential analysis with multiple regression analysis shows the magnitude of the influence of Competence and Work Discipline simultaneously on Teacher performance by 80.3%. Furthermore, the results of the calculation of the value of fcount>ftabel or 53.093>3.37, this indicates reject H0 and accept Ha. This means that there is a significant influence between Competence and Work Discipline simultaneously on Teacher performance at Madrasah Aliyah Negeri 1 Batang Hari.