This study aims to analyze the utilization of the E-Lapkin application within the General Affairs Division of the Palembang City Council (DPRD) Secretariat in transforming the work culture of State Civil Apparatus (ASN) toward values of discipline, transparency, and results-orientation, as well as to identify supporting and inhibiting factors. Employing a qualitative approach with data collection techniques comprising observation, in-depth interviews, and documentation, the study utilizes the Performance Governance theory proposed by Bouckaert and Halligan (2008) as cited in Karso (2025) which encompasses three key dimensions: discipline, transparency, and results-orientation. The results indicate that E-Lapkin effectively transforms employee work culture through the allocation of clear individual performance targets, systematic scheduling, and real-time attendance monitoring; this is reinforced by the effectiveness of financial sanctions specifically deductions from the Employee Additional Income (TPP) allowance in enforcing adherence to Standard Operating Procedures (SOPs). Regarding transparency, performance achievements are periodically shared via the application, while institutional performance data is made accessible to the public through the official SAKIP webpage. However, the system's sustainability faces internal challenges, notably low awareness among civil servants regarding the submission of daily reports, which leads to data backlogs that potentially disrupt server operations. Overall, the implementation of E-Lapkin has proven to foster a disciplined, transparent, and results-oriented governance framework through the synergy of regulations, tiered supervision, and consistent performance evaluation.