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The present contribution aims to build a model that combines the various high performance HR practices that exist in the literature with the practices adopted by software companies. It also provides a clear explanation of affective commitment and innovative work behavior in the professional sphere through a qualitative study with semi-structured interviews. According to our analysis, five practices are adopted by these companies: staffing, training and development, performance appraisal, compensation, and participation. Our investigation is based on a qualitative methodology, with semi-structured interviews conducted with twenty KW in software companies. They define affective commitment and innovative work behavior using diverse terminology. Our study also determines the most significant dimensions of innovative work behavior among KW, which are: idea exploration, idea generation, idea championing, and idea implementation. Thus, the results obtained will allow companies to focus more on the implementation of HR practices, and to understand the meaning of affective commitment and innovative work behavior among KW. This will enable HR managers to identify the factors that can reinforce these behaviors.