<![CDATA[Tujuan dalam penelitian ini adalah untuk mengidentifikasi faktor yang menyebabkan disiplin kerja pegawai pada Pengadilan Tinggi Agama Yogyakarta belum baik, selain itu untuk merumuskan upaya meningkatkan disiplin kerja pegawai pada Pengadilan Tinggi Agama Yogyakarta. Metode penelitian menggunakan pendekatan kualitatif deskriptif, dengan pengumpulan data observasi, wawancara dan dokumentasi, dan instrumen penelitian berupa pedoman wawancara atau interview guide. Hasil penelitian disiplin kerja pegawai Pengadilan Tinggi Agama Yogyakarta masih belum baik karena masih menghadapi berbagai masalah antara lain: faktor internal kurangnya kesadaran diri, kuranganya komitmen serta tanggungjawab dan faktor eksternal adanya kejadian diluar predikasi macet, kecelakaan dan pegawai yang aktif di masyararakat. Upaya yang dilakukan untuk meningkatkan disiplin kerja pegawai pada Pengadilan Tinggi Agama Yogyakarta adalah meliputi pengawasan atasan langsung, pembinaan pimpinan, monitoring dan evaluasi, keteladanan pimpinan, dan adanya reward dan punishment. Good employee work discipline is the key to achieving performance so that the goals of an organization will be achieved. On the other hand, the evaluation of the work discipline of the Yogyakarta Religious High Court employees has not been good. The purpose of this study is to identify the factors that cause the work discipline of employees at the Yogyakarta Religious High Court not to be good, in addition to formulating efforts to improve employee discipline at the Yogyakarta Religious High Court. The data analysis method used in this study is a descriptive qualitative approach, the data collection techniques in this study were carried out through observation, interviews and documentation, and the research instrument was an interview guide. The results of the work discipline of Yogyakarta Religious High Court employees are still not good because they are still facing various problems, including: internal factors, lack of self-awareness, lack of commitment and responsibility, and external factors, events outside of traffic jams, accidents and employees who are active in the community. Efforts made to improve employee discipline at the Yogyakarta Religious High Court include direct supervisor supervision, leadership development, monitoring and evaluation, leadership exemplary, and rewards and punishments.]]>
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