<![CDATA[This study aims to analyze the influence of work experience, leadership supervision, and integrity on employee work achievement at the Environmental Agency of Kerinci Regency. The research employed a quantitative approach using path analysis, involving a population of 71 employees, of whom 70 respondents were selected through purposive sampling. Data were collected using a Likert-scale questionnaire and analyzed through path analysis consisting of two sub-structures. The findings indicate that: (1) work experience does not have a direct and significant effect on work achievement (β = -0.0145, p = 0.883), but exerts a significant indirect effect through integrity as a mediating variable (indirect effect = 0.2577, Sobel Z = 3.352, p = 0.001); (2) leadership supervision does not directly and significantly affect work achievement (β = 0.1533, p = 0.125), yet demonstrates a significant indirect effect through integrity (indirect effect = 0.2674, Sobel Z = 3.435, p = 0.001); (3) integrity has a positive and significant direct effect on work achievement (β = 0.6419, t = 5.794, p = 0.000), making it the strongest predictor in the model; (4) work experience positively and significantly influences integrity (β = 0.4014, t = 4.170, p = 0.000); and (5) leadership supervision positively and significantly influences integrity (β = 0.4166, t = 4.327, p = 0.000). Furthermore, the model explains 52.63% of the variance in employee work achievement (R² = 0.5263). These findings confirm that integrity serves as a full mediating variable in the relationship between work experience and work achievement, and as a partial mediating variable in the relationship between leadership supervision and work achievement. Therefore, strengthening employee integrity programs is considered a key strategic recommendation to improve employee work achievement within the agency.]]>
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