This research investigates the correlation between human resource practices and organizational citizenship behavior within the hotel sector, with psychological safety acting as a mediating factor. Three human resource practices are recognized as the most frequently implemented variables: recruitment and selection, training and development, and compensation systems. The study analyzes how these HR practices affect voluntary employee actions that transcend formal job responsibilities to enhance organizational performance. Grounded in Social Exchange Theory (SET), the research posits that HR practices create reciprocal duties between organizations and their employees, fostering organizational citizenship behaviors. A cross-sectional survey was conducted with 400 participants, comprising frontline and supervisory personnel from four-star and five-star hotels in Pakistan. Data analysis was performed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to evaluate both measurement validity and structural relationships within the mediation model. Although training and development did not demonstrate significant influence, recruitment and selection, as well as compensation management, surfaced as essential predictors of psychological safety, ultimately promoting organizational citizenship behavior.