<![CDATA[Abstract. Environmental sustainability increasingly requires organizations to align human resource practices with employee behavior and long-term organizational performance. This study examined the effects of Green Human Resource Management (GHRM) on sustainable employee performance by positioning green work engagement as a mediating variable and green organizational culture as a moderating variable. A quantitative explanatory design was employed using survey data collected from 250 employees working in organizations that had implemented environmental or sustainability programs. Respondents were selected through purposive sampling, and the data were analyzed using Partial Least Squares Structural Equation Modeling. The findings demonstrated that GHRM positively affected green work engagement and sustainable employee performance. Green work engagement also positively influenced sustainable employee performance and partially mediated the relationship between GHRM and sustainable employee performance. Furthermore, green organizational culture strengthened the positive effect of GHRM on green work engagement. These findings confirm that sustainable employee performance is shaped by the alignment of formal green HR practices, employee psychological involvement, and supportive organizational values. Organizations should therefore integrate green recruitment, environmental training, sustainability-oriented performance evaluation, rewards, leadership commitment, and cultural development to foster environmentally responsible and sustainably performing employees.]]>
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