Knowledge sharing and its role in promoting career commitment: Field study in the Directorate General of Education Rusafa third

Abstract

The intellectual framework of the current study formed through the interaction of
knowledge areas, represented by (knowledge sharing, career commitment) and the
possibility of application in the Iraqi environment, namely, the Directorate General of
Education Baghdad Rusafa third, where the importance of the study was to reduce the
knowledge gap between the existing intellectual propositions and the possibility of
application, Aiming to identify the level of knowledge sharing in the researched
department and its effect in promoting career commitment, either the problem of the study
and reached by the researcher through the preliminary exploratory study conducted by
the study community, represented by the weakness of the employee's commitment in
terms of performance or To adhere to the official working hours or to abide by the laws
and instructions, in light of this it was necessary to study the reasons or factors that, if
available, could reduce this administrative disease, which is weak job commitment, and
the study population is represented by the fifteen departments working in the directorate.
There were 60 managers. The second was a sample of individuals working under the
supervision of managers numbered (70), and to achieve this formulated six main hypotheses subdivided (12) hypothesis, and tested with a set of statistical tools
appropriate for the study, and in the light of the findings of the researchers identified a set
of intellectual and theoretical conclusions Another applied persona fact was that the
employee's commitment to working time and regulations is a situation stemming from the
same individual that his commitment reflects his morality, culture, customs, values and
beliefs, in addition to the factors that relate to the individual such as the confidence of
individuals in the organization, which represents their expectations only Policies and
collector applications organization, when these expectations are not good in the sense that
the organization does not achieve their goals are not in line with their interests so this
generates a state of dissatisfaction among staff and there will be weakness in their
commitment.