Background: Most health care organizations aimed to extend its inventive innovative outcomes, thus effective role of human resource management practices become more crucial especially at critical care units which help reach desired level of innovative work behavior, better eudaimonic well-being, and better relationships with supervisors among nurses that will improve hospital‟ efficiency and cost-effectiveness. Aim: To determine the relation between human resource management practices and nurses‟ innovative work behavior and (eudaimonic well-being as moderating role). Setting: The present study was implemented at Intensive Care Units (ICU) and Operating Theaters of Tanta Universal Teaching Hospital. Participants: Simple random sample of nurses (n=300) who working at five ICUs (n=206), and nurses working at the operating theaters (n=94). Tools: Three tools were used namely; Human Resource Management Practices Scale (HRMPsS), Innovative Work Behavior Questionnaire (IWBQ), and Eudaimonic well-being Scale (EWBS). Results: There were statistically significant positive correlations between total HRMPs and total IWB (r=.700, p < 0.001), and total HRMPs and total EWB (r=.291, p < 0.001). Also, total IWB was significant positive correlation with EWB (r=.258, p < 0.001). Total HRMPs (OR 0.707, CI95% 0.610-0.803) was highly significant predictor to total innovative work behavior (p < 0.001). Total EWB (OR 0.114, CI95% 0.00-0.228) was significant predictor to total innovative work behavior (p=0.050). Recommendations: An educational intervention for unit nurse managers about HRMPs for achieving innovative work behavior and eudaimonic well-being which reflects on quality of health care.