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This study aims at improving an understanding of the relationship between different human resource management (HRM) practices, to determine the HRM practices that mostly influence innovative behavior in the workplace. Previous research focuses on individual differences in the variables of the work environment and how they influence employees’ innovative behavior. Our study focuses on the effects of the conditions of the working environment on the innovative behavior of employees. We conduct a field study in both Senegal and Turkey in the Banking, Agro-food and Higher education sectors. We collect data from these different sources to reduce potential bias and broaden our understanding of the issue.Our findings show that a working system in the presence of an innovative organizational climate, with a high degree of engagement promotes employees’ innovative behavior at work because it supports employees’ capacities, motivation, and opportunities to participate, or by shaping their perception. We conceptualize an “analytical framework” highlighting the links between different “constructs”, as well as the underlying hypotheses. We validate the “analytical framework” linking the HRM practices and organizational climate, and organizational climate to innovative behavior at work, on the other hand, using a Path Analysis under EQS and by resuming factor scores. We then conclude that HRM practices and organizational climate positively relate to the innovation behavior of employees.