<![CDATA[Evidence on how organizational and individual factors jointly relate to lecturer performance is inconsistent, work achievement, understood here as appraised work conduct rather than work outcomes, is rarely examined alongside culture and leadership, and Islamic human resource management (HRM) perspectives have seldom been applied to academic work. This study examines whether organizational culture, transformational leadership, and work achievement predict lecturer performance in three private higher education institutions in Kendal Regency, Indonesia, and interprets the results through an Islamic HRM framework. A cross-sectional survey of permanent lecturers (population equal 242) used proportionate random sampling, and 156 usable responses were analyzed with multiple linear regression. Organizational culture (standardized β equal 0.272), transformational leadership (β equal 0.286), and work achievement (β equal 0.362) were each positively associated with lecturer performance (p less than 0.001), jointly accounting for 47.5% of its variance (R² equal 0.475; adjusted R² equal 0.465). Work achievement had the largest standardized coefficient, although differences between coefficients were not tested formally; because the residuals were non-normal and no robust estimation was performed, the p-values warrant caution. Read through the Islamic HRM framework, in which honesty, discipline, creativity, cooperation, and leadership are conceptually aligned with amanah, itqan, and ta'awun, the results suggest that performance management should attend explicitly to lecturers' work conduct alongside leadership and culture. These values served as an interpretive lens and were not measured.]]>
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