Abstract
Ok
Introduction
If  the purpose of this research is to inform something new (novel), The session still needs to be completed with an explanation of the research gap, what distinguishes this research from previous studies . Unless the researcher is just want to confirm of well known outcomes (confirmatory analysis).
 The argument about setting the Employee Creativity  as a mediator variable should also be explained in this session.
Literature Review
There is inconsistent of using terminology between High Performance Work (HPW) and High Performance Work Practice (HPWP), see page 3 paragraph 2. A few typos such as Heir, FIB in page 3 should be corrected.
The session also not explain clearly about the position of the employee creativity as a mediator variable
Results and Discussion
The explanation in this session is dominated by descriptions of the results of statistical calculations, while discussions of the conceptual aspects related to the variables studied have not been carried out in more depth. Therefore, to sharpen the discussion in this session, the researcher should explain further the results of this study in relation to the results of previous relevant studies. Are the results of this study supported or in line with previous research or vice versa. It needs further elaboration based on the theoretical basis used.
The explanations that have been written in the conclusion can be used as discussion material for the results and discussions session.
This is interesting to discuss considering that only the Innovative Behavior variable does not directly affect the Sustainable Competitive Advantage, while the High Performance Work (HPW) variable directly affects SCA. The explanation can support the understanding of employee creativity as a mediator variable.
Conclusion
It is more appropriate to use conceptual statement rather than using statistical language. For example, the author can conclude as follows: HPWP becomes a leverage in shaping employee creativity, the higher employee HPWP increases creativity among employees which in the end the linkage of these two aspects becomes capital for an organization to gain sustainable competitive advantage.
This article still needs an explanation regarding the limitations of the research.