Employee Engagement and Employee’s Innovative Work Behavior is an extreme need for all the organizations in this technological era of time. Organizational development and competency depends upon the employee’s innovation and productive behavior. A model has been developed that suggests the connection of High Commitment HR Practices and affective commitment with Employee Engagement and Innovative Work Behavior where Perceived Organizational Support has the moderating effect between the relationship of HCHRPs and Affective Commitment. The study has been conducted using the sample size of 209 respondents. Respondents are working as middle staff, management, top management and executive management in corporate sectors.

Results of the current study showed that, High Commitment HR Practices influences the Employee Engagement and Innovative Work Behavior; also these relationships are mediated by employee’s Affective Commitment. Perceived Organizational Support (POS) has good moderating effect between the HCHRPs and Affective Commitment. Moreover, the current study has some limitations i.e., time constraint and limited sources. But the future research would do well to include it in studies and should also include the several other methods and measures of employee engagement and employee innovativeness.

Keywords: Innovative work behavior, Employee engagement, Perceived organizational support, High commitment HR practices, Affective commitment and Organizational management