<![CDATA[Sustainable Human Resource Management (Sustainable HRM) has become a strategic approach to enhancing organizational sustainability and employee well-being. However, empirical evidence on how Sustainable HRM, workplace well-being, and a sustainable work environment jointly influence job satisfaction through employee engagement remains limited, particularly in Indonesia's manufacturing sector. This study examines the effects of Sustainable HRM, workplace well-being, and a sustainable work environment on employee engagement, the effect of employee engagement on job satisfaction, and the indirect effects of these organizational factors on job satisfaction through employee engagement. A quantitative research design was employed using a census of 396 employees at PT. Musim Mas Group Medan. Data were collected through a structured questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings indicate that Sustainable HRM (β = 0.42), workplace well-being (β = 0.31), and a sustainable work environment (β = 0.28) positively and significantly affect employee engagement, while employee engagement positively and significantly affects job satisfaction (β = 0.53). Significant indirect effects through employee engagement were also observed for Sustainable HRM, workplace well-being, and sustainable work environment in relation to job satisfaction. This study contributes to the Sustainable HRM literature by integrating economic, social, and environmental dimensions into a single structural framework within the Indonesian manufacturing context and offers practical implications for organizations seeking to strengthen employee engagement and achieve long-term organizational sustainability.]]>
