The main objective of this study is to examine the determinants of employees’ innovative work behavior among private sector enterprises in Bahir Dar city. A quantitative approach with explanatory research design was employed to examine the five determinants namely workplace happiness, co-worker support, leader-member exchange, perceived organizational support and external work contacts. Multistage sampling was adopted as a sampling method. Initially, subcities were used as clusters and three sub-cities were randomly selected from a total of nine existing in the city. Eight enterprises were randomly selected from seven strata of private sector enterprises constituting seven main sub-sectors existing in the city. Simple random sampling proportionate to size in nature was applied to get the eligible participant employees. Primary data was collected from the randomly selected 187 participant employees using a close ended questionnaire of a five point Likert scale. The data has been analyzed using descriptive and inferential analysis techniques particularly; frequency, mean, correlation and multiple linear regression analysis supported with SPSS 23. Results of the means of the variables was in the category of high (>3.79 from a likert scale of 5 points) and the remaining low (below and around 3.39). The result of correlation indicated an overall result of R=.746 with variations among the variables. The study found out that workplace happiness (β=.539; p<0.000), co-worker support (β=.244; p<0.042), perceived organizational support (β=.337; p<0.000) and external work contacts (β=.122; p<0.018) have significant positive relationship with employees’ innovative work behavior. Whereas, leader-member exchange was identified to hove no significant relationship with EIB (β=0.1227; p>0.151). The model with these determinants was found to predict 56% of the variability leaving the remaining 44% to variables not included in it. Finally, the study recommended further research & contextualization as well as policy design & implementation adjustments by stakeholders at micro and macro levels to enhance the innovative behavior of employees in the private enterprises.