The present study was conducted to "Investigate the Effect of High-Performance Work Systems on Work Engagement Among Employees of the Social Security Organization in Bushehr City." The research method was descriptive and correlational. The statistical population included employees of the Social Security Organization in Bushehr City, numbering 150 people in the year 1404 (2025-2026). A sample size of 110 people was selected using stratified random sampling proportional to the sample size. The measurement tools included four questionnaires: High-Performance Human Resource Management by Chin & Jutsay (2007; as cited in Fattahi et al., 1390), Standard Employee Well-being Questionnaire by Zheng et al. (2015), Work Engagement by Schaufeli & Bakker (2003), and Human Resource (Employee) Performance by Ang & Lee (2008). To analyze the data, descriptive statistics (frequency, mean, median, mode, skewness, kurtosis) and inferential statistics (structural equations using PLS software) were used. The results of the data analysis showed that high-performance work systems have a positive and significant impact on work engagement among employees of the Social Security Organization in Bushehr City. The research findings indicate that the establishment and strengthening of high-performance work systems, by enhancing employee capabilities, motivation, and participation, can lead to improved work attitudes, increased job attachment, and ultimately, the enhancement of service quality in the Social Security Organization of Bushehr City. Accordingly, managers' attention to the integrated application of modern human resource management methods and the provision of employee well-being conditions will play a significant role in increasing organizational effectiveness.