<![CDATA[This Study Examines The Influence Of Green Hrm Practices And Ethical Green Leadership On Employees' Just Transition Readiness, With Organizational Green Commitment As A Mediating Variable, At The Engineering, Procurement And Construction (Epc) Contractor Pt Rekayasa Engineering Group. Grounded In Ability-Motivation-Opportunity (Amo) Theory As The Grand Theory, Supported By Social Exchange Theory, Social Identity Theory, Conservation Of Resources Theory, And Just Transition Theory, The Research Employs A Quantitative Associative-Causal Design With A Cross-Sectional Survey Approach. The Population Comprises All 107 Permanent Employees Involved In Epc Energy-Transition Projects, With Saturated Sampling (Census) Applied To Obtain 107 Respondents. Data Were Collected Through A Structured Questionnaire Using A Five-Point Likert Scale Containing 74 Indicator Items Adapted From Established Instruments To The Indonesian Epc Context Within The Jetp 2022 Framework. Data Were Analyzed Using Structural Equation Modeling–Partial Least Squares (Sem-Pls) With Smartpls 4.1 Through Outer Model Evaluation, Inner Model Evaluation, And Bootstrapping With 5,000 Subsamples To Test Seven Hypotheses, Including Two Mediation Paths. The Results Reveal That Green Hrm Practices Has No Significant Direct Effect On Just Transition Readiness But Exerts A Significant Indirect Effect Through Organizational Green Commitment As A Full/Indirect-Only Mediation Mediation. Ethical Green Leadership Significantly Influences Just Transition Readiness Both Directly And Indirectly Through Organizational Green Commitment As A Complementary Partial Mediator. Organizational Green Commitment Emerges As The Strongest Predictor Of Just Transition Readiness. These Findings Provide An Evidence-Based Hr Policy Framework For Indonesian Epc Contractors Navigating Energy Transition.]]>
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