Organizational commitment and knowledge management are both crucial factors in the growth of an organization. The quantitative, correlational-predictive study was to examine if and to what extent the constituents of KM together predicted organizational commitment for high school employees in USA. Based on the premise that the relationship of organizational commitment and KM for high school employees was unknown, the researcher attempted to explore three research questions that examined the predictive relationship, if any. The theoretical foundation was based on Wiig's KMM and the three-component model of organizational commitment. The KMQ-SF was tested for validity using CFA and found to have an acceptable model fit. The results of the linear regression models from 321 participants of the four dimensions of knowledge management were significant and positive for AOC, F (4, 316) = 10.986, p < 0.001, R[superscript 2] = 0.122, COC, F (4, 316) = 8.631, p < 0.001, R[superscript 2] = 0.098, and NOC, F (4, 316) = 16.053, p <0.001, R[superscript 2] = 0.169. The squared coefficients of determination depict that the model explains 12.2%, 9.8%, and 16.9% of the variance in affective, continuance, and normative organizational commitment, respectively. The results rejected the null hypotheses and accepted the alternative hypotheses. This information may be relevant to practitioners and academia, as the study results highlight that the more knowledge and experience employees have, the more value they have for the organization to create and sustain competitive advantage. In conclusion, KM improves employees' organizational commitment; thus, knowledge management significantly predicts organizational commitment. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]