一、研究所學歷的受訪者較大學學歷的受訪者在努力承諾上表現更明顯。 二、組織承諾構面中，僅努力承諾在知識分享上有顯著的正向影響；而留職承諾與價值承諾則對知識分享無顯著影響。意即當員工願意付出努力以達成組織目標之際，同時也將會願意與同事進行知識分享。但當員工表現留任承諾與價值承諾之時，卻未必表示員工將與他人進行知識分享。 三、知識分享對價值承諾、努力承諾有顯著的正向影響。意即當組織成員樂意將他所知道的工作知識技術與同事分享時，其對組織的目標與價值的信仰與認同就越強烈；其願意為組織努力的認知就越強烈。 The main purpose of this research is trying to find the relationships among organization commitment and knowledge sharing in A company. This research is begun to set about from relevant references, then set up structure and hypotheses of this research according to its theoretical foundation, select proper scale for study tool. Implement questionnaire investigation for total 340 participants for this study are in the same company who had experience in the knowledge management system. To effective 174 materials of sample retrieving, analyze the descriptive statistics reliability analysis, factor analysis, t-test, one way ANOVA, correlation analysis and multiple regression analysis. After the empirical research, the major findings as follows: (1) The postgraduate respondents show more effort commitment than undergraduate respondents. (2) In terms of organizational commitment construct, only “effort commitment” has positive impact on knowledge sharing, but the “value commitment” and “retention commitment” have no significant effect on knowledge sharing. This means when employees are willing to achieve organizational goals with their full support are also willing to share their knowledge with other colleagues. However, for the employees who are merely satisfying their daily responsibilities does not necessarily mean employees will share their knowledge with others. (3) Knowledge sharing has positive impact on “value commitment” and “effort commitment”. It means an organization member is willing to share the job know-how with colleague also he has strong belief and acceptance to the goal & merit of an organization.