Work engagement is defined as a positive mental state in which the employee performs his/her job with high levels of energy, enthusiasm and concentration. This research explains the human resources innovative practices as antecedents of the work engagement, and their positive consequences in the organizational results in a social action organization. Different methods were used in order to identify the perceptions of managers and employees. Two interviews were carrying out with members of the CEO team in order to identify the human resources innovative practices developed in the organization, the work engagement were measured using the UWES-17 scale, with a questionnaire conducted to 45 employees and 35 employees of them were also involved in a focus group session in order to identify the organizational results perceived by employees.
