In this study, we develop and test a research model underlying the efficacy of high performance work systems (HPWS) on employee service performance through influencing individual outcomes. AMO theory and intervening constructs are synthesized to hypothesize mediation mechanisms relating HPWS perception to employee service performance. The investigation is based on a multi-source dataset (153 supervisors and 526 employees nested within 56 Vietnamese service branches) using Structural Equation Modeling (SEM) with Mplus. Our findings demonstrate that HPWS perception is positively related to trust in management and trust in supervisor relationships, respectively. Furthermore, we find that the HPWS perception-creativity relationship is mediated by trust in management and trust in supervisor. Finally, our findings indicate that employee creativity is positively correlated with service performance. The study yields both theoretical and practical implications.