The study was designed to investigate the relationship between knowledge management utilization and employee commitment in selected service organizations in Ibadan, Oyo State, Nigeria. Knowledge management utilization is the application of available knowledge to organizational tasks, decision-making, and problem-solving, which represents the ultimate purpose of knowledge management practices. Employee commitment on the other hand comprises of affective, continuance, and normative dimensions, which reflects employees' psychological attachment to their organizations. The study was premised on Social Exchange Theory, which posits that organizational investments evoke reciprocal commitment. Self-Determination Theory emphasizes competence satisfaction. A survey research design was employed, targeting employees in banking, education, healthcare, hospitality and telecommunications sectors within Ibadan metropolitan area. Using Cochran's formula, a sample size of 50 respondents that were drawn from a population of 300 employees across 25 selected service organizations. Data were collected using a structured questionnaire and analyzed using descriptive statistics, Pearson correlation, and regression analysis. The study concluded that knowledge utilization practices in service organizations in Ibadan are moderately implemented, with strengths in applying knowledge to problem-solving and weaknesses in knowledge accessibility. The moderate level of employee commitment, particularly the relatively low continuance commitment, suggests that employees may not perceive strong reasons to remain with their current organizations, which could pose retention challenges.