<![CDATA[Workplace conflict remains a critical issue in higher education institutions, as it can either hinder or enhance employee performance if not managed properly. This study examines the influence of personal, interpersonal, and organizational conflict on lecturer performance at STAI Al-Qodiri Jember, a private Islamic college under a pesantren foundation. The research aims to analyze both the simultaneous and partial effects of these three conflict types on performance and to identify the dominant variable. A quantitative approach was employed using multiple linear regression analysis in SPSS version 10.00, based on data collected from 22 lecturers through questionnaires, interviews, and documentation. The results show that all three conflict variables together explain 73.10% of the variance in lecturer performance. Partially, personal conflict has the strongest negative effect (coefficient -0.224, contribution 47.93%), followed by interpersonal conflict (-0.126, 21.95%) and organizational conflict (-0.107, 4.96%). The study concludes that personal conflict is the most dominant factor reducing lecturer performance and recommends that institutional leaders continuously evaluate and reduce personal conflicts by aligning tasks with lecturers’ character, attitudes, and personality to enhance overall performance. Konflik dalam dunia kerja merupakan isu krusial di lembaga pendidikan tinggi karena dapat menghambat kinerja jika tidak dikelola dengan baik. Penelitian ini mengkaji pengaruh konflik pribadi, konflik antar pribadi, dan konflik organisasi terhadap kinerja dosen di STAI Al-Qodiri Jember, sebuah perguruan tinggi swasta Islam di bawah naungan pondok pesantren. Tujuan penelitian adalah menganalisis pengaruh simultan dan parsial ketiga jenis konflik terhadap kinerja, serta mengidentifikasi variabel yang paling dominan. Metode kuantitatif digunakan dengan analisis regresi linier berganda berbantuan SPSS versi 10.00, berdasarkan data dari 22 dosen melalui kuesioner, wawancara, dan dokumentasi. Hasil penelitian menunjukkan bahwa ketiga variabel konflik secara simultan mempengaruhi kinerja dosen sebesar 73,10%. Secara parsial, konflik pribadi memiliki pengaruh negatif paling kuat (koefisien -0,224, kontribusi 47,93%), diikuti konflik antar pribadi (-0,126; 21,95%) dan konflik organisasi (-0,107; 4,96%). Kesimpulannya, konflik pribadi merupakan faktor paling dominan dalam menurunkan kinerja dosen. Disarankan agar pimpinan lembaga terus mengevaluasi dan meredam konflik pribadi dengan menyesuaikan tugas terhadap karakter, sikap, dan kepribadian dosen guna meningkatkan kinerja.]]>
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