This study was steered in order to identify the impact of high performance human resources practices on job performance; in-role job performance and innovative job performance and to examine the mediating role of affective commitment on the effect of high performance human resources practices on job performance; in-role job performance and innovative job performance. A sample of 600 managers and employee was selected randomly from industrial organizations in Irbid, Jordan. Four hundred and sixty eight of the distributed questionnaires were completed with a response rate of 78%. The results highlighted positive effects of high performance human resources practices on job performance; in-role job performance and innovative job performance. In consonance with the results, affective commitment significantly and positively mediated the impact of high performance human resources practices on job performance; in-role job performance and innovative job performance. Full mediation of affective commitment was found on the effect of high performance human resources practices on in-role job performance and a partial mediation of affective commitment on the effect of high performance human resources practices on innovative job performance. On account of the results, practitioners are required to search for tools that enhance employee’s attachment to their organizations. On the other hand, researchers should car out further studies to investigate the same variables using samples from other sectors.