<![CDATA[This study aims to analyze the influence of educational horizontal mismatch on employees’ pro-environmental behavior at Bank Syariah Indonesia in five Super Priority Tourism Destinations (DPSP) and examine the mediating roles of job satisfaction and green human resource management (GHRM). A quantitative explanatory approach with a cross-sectional survey design was adopted. Primary data were collected from 120 employees using online questionnaires and analyzed using structural equation modeling based on partial least squares (SEM-PLS). Horizontal mismatch (operationalized such that higher scores reflect greater educational-job congruence/suitability) did not have a significant direct effect on employees’ pro-environmental behavior. However, it positively and significantly influenced job satisfaction and GHRM practices. Both job satisfaction and GHRM significantly affected pro-environmental behavior and fully mediated the relationship, resulting in a strong and significant total effect. From an Islamic perspective, these findings indicate that organizational mechanisms and employee well-being play an essential role in translating professional competencies into environmentally responsible actions aligned with Islamic ethical principles. The study is limited by its cross-sectional design, relatively small sample size from a single banking institution, and potential self-report bias, which may restrict the generalizability of the findings and the ability to establish long-term causal relationships between the variables. Future studies may incorporate broader institutional contexts and longitudinal approaches to capture the sustainability of pro-environmental behavior over time. This research provides an empirical extension of employees’ pro-environmental behavior literature by examining educational horizontal mismatch (operationalized as congruence) in relation to employees’ pro-environmental behavior within Islamic banking in Indonesia’s Super Priority Tourism Destinations, and offers practical recommendations for sustainable human resource management in the tourism sector.]]>
