The paper studies the function of high-involvement human resource (HR) practices as predictors of innovative work behavior (IWB). This quantitative study is cross-sectional and focuses on individual as unit of analysis. Study questionnaires that comprised measures of high-involvements HR practices and IWB were dispersed among employees hired by identified hotels situated in Malaysia. Regression analyses were used to examine the research hypotheses. Research findings shows that high-involvement HR practices were important predictors of IWB. In this study, data collected was self-reported and cross-sectional in nature and hence, same source bias might be occurs. Second, the sample size was relatively small and selected from a particular organization and thus, reflects the generality of the study findings. Forthcoming study will benefited from an investigation of a broader range of workers at diverse businesses and national or cultural context. Meaningfully, the results of this study will help practitioners and policy makers in developing effective high-involvements HR practices aimed at enhancing employees’ positive attitudes towards their organization which in turn, lead to increase their level of IWB. The findings will helped the organization to gain well understanding of the practicality of high-involvements HR practices in their organization.