<![CDATA[Purpose: This study examines whether Green Human Resource Management (GHRM) promotes Employee Green Behavior (EGB) among employees of Indonesian state-owned construction enterprises, while testing Green Organizational Culture (GOC) as a mediating mechanism and Environmental Knowledge (EK) as a moderating condition. Methods: An explanatory, cross-sectional online survey was administered to permanent employees working at head offices and project sites in six state-owned construction enterprises. Purposive sampling produced 238 valid responses. The model was evaluated using Partial Least Squares Structural Equation Modeling (PLS-SEM), including reflective measurement assessment, structural model evaluation, mediation, moderation, and out-of-sample predictive assessment. Results: GHRM positively affected EGB (β = .390, p < .001) and GOC (β = .741, p < .001), while GOC positively affected EGB (β = .386, p < .001). GOC partially mediated the relationship between GHRM and EGB (indirect β = .286, p < .001; VAF = 42.31%). EK strengthened the GHRM-EGB relationship (interaction β = .198, p < .001). The model explained 58.0% of the adjusted variance in EGB and showed adequate predictive relevance. Implications: The findings extend the Ability-Motivation-Opportunity framework by positioning GHRM as a source of motivation and formal opportunity, GOC as contextual opportunity, and EK as ability. State-owned construction enterprises should integrate environmental objectives into training, performance appraisal, rewards, and promotion, while institutionalizing environmental values and strengthening context-specific environmental knowledge.]]>
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