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Employee who has a big commitment to the company will increase the productivity and goal achievement of the company itself. This research is aimed to know the influence of organizational culture toward affective commitment, continuity commitment, and normative commitment in PT. Perkebunan Nusantara XIV. The subject of this research are 84 employees that chosen by Cluster Sampling Technique. This research used Simple Regressive Linear Test. The research result showed that there was positive influence of organizational culture toward affective commitment (p=0,000, Rsquare=0,269), there was no negative influence of organizational culture toward continuity commitment (p=0,000, Rsquare=0,168), and there was any positive influence of organizational culture toward normative commitment (p=0,000, Rsquare=0241). This research may have a benefit for the company making the employee owns the responsibility to implement the important aspects of organizational culture

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Interest assessment is required to help people explore their interests and liking, especially for people who find it difficult to determine their interest in particular things. Interest assessment is crucial for career exploration. This study aims to develop an inventory for interest assessment based on the Spherical Model of Interest. This study begins with a qualitative process, namely peer review and content validity, that involve five experts. There were 535 participants in this study, consisting of between 16 -23 years. Quantitative analysis in this study using the JASP program. This study showed that the inventory has excellent and acceptable psychometric properties. The discrimination index of this inventory showed 0,420 -0,842, the Goodness of fit criteria showed that CFI, TLI, GFI, and RMSEA with good and acceptable. This inventory has a good reliability coefficient of 0,778 -0,907. This inventory has acceptable psychometric properties to use as an interest assessment tool.

The relationship between flow and performance of employees is the focus of research. The research subject is employees who have worked for more than one year at the headquarters of PT. Pelindo IV (Persero) Makassar and they are in class positions 10 to 16, about as 149 employees. The researcher used accidental sampling, with the number of respondents as many as 63 employees. The Work-Related Flow Inventory measured the data of employee flow, and employee performance obtained from the Employee Performance Assessment. Data were analyzed using the Spearman correlation. The result showed that the magnitude of the relationship between variables is r = 0.260, with a significance value of p = 0.039 <0.05. This article shows that there is a significant positive relationship between the flow and performance of employees of the central office of PT. Pelindo IV (Persero) Makassar, so it can decide that the more the frequency of flow felt then the optimal performance of employees of the Central Office PT. Pelindo IV (Persero) Makassar. Based on the result, the employee who wants his performance still optimal should develop a positive work through feeling the flow. It does with a focus, enjoy, dan making intrinsic motivation on the activities at work. Then they can achieve the job satisfaction attached.