THE EFFECT OF TRAINING AND COMPETENCE ON EMPLOYEE JOB SATISFACTION WITH MOTIVATION AS A MEDIATOR: A STUDY ON REGIONAL OFFICE OF THE BADAN PERTANAHAN NASIONAL YOGYAKARTA SPECIAL REGION

Employee satisfaction is generally considered as a driver of work productivity. This study aims to examine the effect of training, motivation and competence on job satisfaction. Researchers used non-probability sampling method to eighty-three employees of the Regional Office of Badan Pertanahan Nasional Daerah Istimewa Yogyakarta as the respondents. The research showed that training, competence, and motivation affect job satisfaction and motivation as a mediating variable between training and job satisfaction. The results of this study provide implications for the Regional Office of Badan Pertanahan Nasional Daerah Istimewa Yogyakarta in increasing employee job satisfaction by paying attention to training, competence and motivation.

Job satisfaction is generally considered as a driver of employee productivity. This satisfaction is individual, because the satisfaction level of an employee depends on the value system adopted and wishes that the employee wants to achieve personally. High work motivation can affect employee job satisfaction. Motivated employees will try their best to achieve goals, but not necessarily high effort will result in high performance. Training has a positive role in work motivation. Training can improve employees' skills and retention, so they can be better and enthusiastic on accepting tasks. In this case, employee's competence also positively influenced motivation and job satisfaction.
Based on The Effect of Training and Competence on Job Satisfaction through Work Motivation journal by Anggi Meidita in examining the job satisfaction of PT Perkebunan Nusantara IV (Persero) Medan which found that training and competence have significant effect on work motivation. Motivation and training have significant effect on job satisfaction, while competence does not. Motivation doesn't mediate training on job satisfaction, while motivation mediating competence on job satisfaction (Meidita, A., 2019). Also based on Adam dkk.,2021 job satisfaction doesn't significantly affected by motivation (Adam et.al., 2021). On this research, researcher found that training, motivation and competence are affected job satisfaction and motivation as the mediating variable for training and competence on job satisfaction.
Hence, this research problem formulations divided by seven points. The problem formulations are: How does training affect job satisfaction; How does competence affect job satisfaction; How does motivation affect job satisfaction; How does training affect motivation; How does competence affect motivation; How does training affect job satisfaction through motivation; and How does competence affect job satisfaction through motivation.

METHODS OF RESEARCH
The research used causation association method aims to find out about the influence or relationship between two or more variables and find out the consequences of the variables studied. The variables on this research are training and competence as Exogenous Variables, job satisfaction as Endogenous Variable, and motivation as Mediating Variable.
Researcher did some interview and questionnaire to 83 employees of Regional Office of Badan Pertanahan Nasional Daerah Istimewa Yogyakarta on Komplek THR, Jl. Brigjen Katamso, Keparakan, Kecamatan Mergangsan, Kota Yogyakarta. The method of determining the sample on this research is non probability sampling using saturated sample technique, because it uses the entire population as a research sample. To measure the validity of research questionnaire, the researcher has conducted a validity test by correlating the total score of all question items with each other with correlation coefficient minimum more than 0,30 (r=0,30). The research used descriptive analysis technique and inferential analysis technique. Inferential statistic used on this research are, first path analysis to calculate the path coefficient is using correlation and regression analysis and applied into SPSS software version 25 for windows. The indirect effect of X to Y through Z is calculated by multiplying the path X to Z (a) by the path Z to Y2 (b) or ab = (c -c'). c is the effect of X on Y without controlling Z, while c' is the coefficient effect of X on Y2 after controlling Z. The standard errors of the coefficients a and b are written as Sa and Sb and the standard error of the indirect effect is Sab which formulated as: To test the indirect effect, we need to calculate the t value of the ab coefficient by = formula. This calculated t value is compared with the t table value, if the calculated t value> t table value, it can be concluded that there is a mediating effect.

RESULTS AND DISCUSSION
The National Land Agency or BPN is a non-ministerial government agency under the responsibility of the president. BPN carries out government duties based on the law in the land sector. In addition, BPN is also tasked with providing justice for all Indonesian people in accordance with the application of the fifth principle of Pancasila.
The description of respondents' responses regarding the variables in the study was carried out by classifying the average score of respondents' answers on a measurement scale that had been set at five categories. The category is formulated into an interval range obtained from the highest limit value minus the lowest limit value and then divided by the total value used (5-1):5 = 0.80). Training as one of the variable, marked as X1. This X1 variable divided into 5 X1's based on statements according to Likert Scale. The variable gained 3,63 average score. Competence marked as X2, divided into 3 X2's based on statements according to Likert Scale. The variable gained 3,61 average score. Motivation marked as Z. This Z variable divided into 5 Z's based on statements according to Likert Scale. The variable gained 3,68 average score. Job Satisfaction marked as Y, divided into 5 Y's based on statements according to Likert Scale. The variable gained 3,68 average score. According to the result of questionnaires, the hypotheses of the research are variable X1, X2, and Z are having significant effect to Y and Z as a meditating variable. Based on the hypothesis, then structural equation 1 can be formulated as follows: While structural equation 2 formulated: Y = 3X1+ 4X2 + 5Y1 + e2 Training and competence effect on motivation calculated on SPSS software version 25.0 for windows and the result can be formulated as: The Training variable has a coefficient of 0,457, which means that training has a positive direction of influence on motivation; this means that if training increases, motivation will increase by 0,457. The Competency variable has a coefficient of 0,369, meaning that Competence has a positive direction of influence on motivation; this means that if Competence increases, motivation will increase by 0,369. Based on the questionnaire and calculation from the SPSS Software, formulas resulted are: The Training variable has a coefficient of 0,288, meaning that training has a positive direction of influence on job satisfaction; this means that if training increases, job satisfaction will increase by 0,244. The Competency variable has a coefficient of 0,180, meaning that Competence has a positive direction of influence on job satisfaction; this means that if Competence increases, job satisfaction will increase by 0,180. The Motivation variable has a coefficient of 0,505, which means that motivation has a positive direction of influence on job satisfaction, this means that if motivation increases, job satisfaction will increase by 0,505.
To conduct the coefficients diagram, researcher divided the effects into 3 segments. First, direct effect. Training direct effect on job satisfaction scored 0,288; competence direct effect on job satisfaction scored 0,180; training direct effect on motivation scored 0,457; competence direct effect on motivation scored 0,369; and motivation direct effect on job satisfaction scored 0,505. Second, indirect effect. Training indirect effect on job satisfaction with motivation as the meditating variable scored 0,231 and competence indirect effect on job satisfaction with motivation as the meditating variable scored 0,186. Third, total effect. Training direct effect on job satisfaction add Training indirect effect on job satisfaction with motivation as the meditating variable equals 0,519; and competence direct effect on job satisfaction add competence indirect effect on job satisfaction with motivation as the meditating variable equals 0,366.
Hence, researcher described the diagram upon the coefficient path calculation showed by standardized coefficient beta each variables effect and each structure variable error. The Sobel test on training effect on job satisfaction mediated by motivation showed tabulation result is Z=4,175>1,96 means this hypothesis positively affected significantly.
The sobel test on training effect on job satisfaction mediated by motivation showed tabulation result is Z=3,399>1,96 means this hypothesis positively effected significantly.
Based on the result of this research, showed training and competence has significant correlation on job satisfaction, training and competence on motivation, also motivation on job satisfaction. Another finding is motivation as mediating variable on training and competence effect on job satisfaction on Regional Office of the Badan Pertanahan Nasional Yogyakarta Special Region.

CONCLUSION
Training, competence, and motivation are significantly affected job satisfaction, also motivation as the mediating variable between training and competence on job satisfaction on Regional Office of the Badan Pertanahan Nasional Yogyakarta Special Region.
From the result of this research, the researcher hopes next researcher could find other variables that affected job satisfaction, also could expand research samples and location.