<![CDATA[Penelitian ini bertujuan untuk menganalisis implementasi kebijakan disiplin Pegawai Negeri Sipil dalam meningkatkan kedisiplinan dan kualitas pelayanan di RSUD Regional La Mappapenning Bone. Penelitian ini menggunakan pendekatan kualitatif deskriptif. Data dikumpulkan melalui wawancara mendalam, observasi, dan dokumentasi, termasuk data absensi elektronik e-SIAP periode Januari–Agustus 2025. Analisis data menggunakan model interaktif Miles dan Huberman yang meliputi reduksi data, penyajian data, dan penarikan kesimpulan. Hasil penelitian menunjukkan bahwa kebijakan disiplin telah berjalan secara administratif melalui penerapan e-SIAP, pengawasan internal, serta pemberian sanksi dan penghargaan. Namun, implementasi tersebut belum sepenuhnya efektif dalam membentuk disiplin substantif karena masih berorientasi pada kepatuhan terhadap kehadiran. Faktor yang memengaruhi efektivitas implementasi meliputi kepemimpinan, konsistensi pengawasan, komunikasi kebijakan, dan budaya kerja organisasi. Dampak kebijakan terlihat pada peningkatan kepatuhan administratif, tetapi belum sepenuhnya meningkatkan kesiapan kerja, ketepatan waktu pelayanan, dan konsistensi dalam pelaksanaan tugas. Penelitian ini menegaskan perlunya integrasi disiplin administratif dengan indikator kinerja substantif serta penguatan budaya kerja profesional. This study aims to analyze the implementation of the civil servant discipline policy to improve employee discipline and service quality at La Mappapenning Regional Hospital, Bone. This research employed a descriptive qualitative approach. Data were collected through in-depth interviews, observation, and documentation, including electronic attendance records from the e-SIAP system for the period of January to August 2025. Data were analyzed using Miles and Huberman’s interactive model, consisting of data reduction, data display, and conclusion drawing. The findings show that the discipline policy has been administratively implemented through the e-SIAP system, internal supervision, and the application of sanctions and rewards. However, its implementation has not been fully effective in developing substantive discipline, as it remains oriented toward attendance compliance. The effectiveness of policy implementation is influenced by leadership, consistency of supervision, policy communication, and organizational work culture. The policy has improved administrative compliance, particularly employee attendance, but has not fully enhanced work readiness, service punctuality, and consistency in task performance. This study highlights the need to integrate administrative discipline with substantive performance indicators and strengthen a professional work culture.]]>
