<![CDATA[This study examines the influence of education, training, and transformational leadership on work engagement and innovative work behavior through work engagement as a mediating variable among civil servants at the Regional Financial and Asset Management Agency (BPKAD) of East Kutai Regency. An explanatory quantitative approach was applied using a census of 130 employees as respondents. Data were collected via a five-point Likert scale questionnaire and analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM) with SmartPLS software. The results demonstrate that education, training, and transformational leadership each have a significant positive effect on work engagement. Training and transformational leadership also have a significant positive direct effect on innovative work behavior. Education, however, does not directly affect innovative work behavior significantly. Work engagement fully mediates the effect of education on innovative work behavior, and partially mediates the effect of training and transformational leadership on innovative work behavior. The R-Square values are 0.622 for work engagement and 0.653 for innovative work behavior, indicating substantial predictive power of the model. These findings confirm the critical role of work engagement as a psychological bridge between human capital factors and employee innovation in the public sector. Keywords: Education, Training, Transformational Leadership, Work Engagement, Innovative Work Behavior]]>
