<![CDATA[This study investigates the relationship between Green Human Resource Management (GHRM) practices and employee commitment to sustainability by examining pro-environmental behavior (PEB) as a mediating mechanism in Indonesian manufacturing companies. Employing a quantitative research approach, data were collected from 280 employees working in manufacturing firms in Indonesia through a structured questionnaire. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine the proposed relationships. The findings indicate that GHRM practices, including green recruitment and selection, green training and development, green performance appraisal, green reward and compensation, and green involvement and participation, significantly and positively influence employees’ pro-environmental behavior (β = 0.19–0.42, p < .05 to p < .001). Furthermore, pro-environmental behavior demonstrates a strong positive relationship with employee commitment to sustainability (β = 0.54, p < .001). In contrast, the direct relationship between overall GHRM practices and employee commitment to sustainability is not statistically significant (β = 0.17, ns), suggesting that employees’ sustainability commitment is primarily developed through the behavioral internalization of environmental values. These findings highlight the importance of integrating environmental principles across human resource management processes to encourage employee participation in sustainability initiatives. This study contributes to the GHRM literature by empirically demonstrating the mediating role of pro-environmental behavior within the Indonesian manufacturing context and extending the application of Pro-Environmental Behavior Theory in explaining how organizational environmental practices translate into employee sustainability commitment.]]>
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