Abstarct: The present study was conducted with the aim of designing and testing a structural model for examining the effect of green human resource management practices on employees’ green behavior, with green work engagement serving as a mediating variable and green individual values as a moderating variable. In terms of purpose, this research is applied, and regarding methodology, it is a descxriptive-survey study of a correlational nature. The statistical population consisted of human resource managers and employees of Fanap and Hamkaran System companies. Given the estimated population size of approximately 2,500 individuals, the required sample size was determined using Cochran’s formula, and 333 valid questionnaires were included in the final analysis. Data were collected through a standardized questionnaire baxsed on a five-point Likert scale. The validity of the measurement instrument was assessed using confirmatory factor analysis and convergent and discriminant validity criteria, while its reliability was confirmed through Cronbach’s alpha and composite reliability coefficients. The collected data were analyzed using SPSS and SmartPLS software through the partial least squares structural equation modeling approach. The findings revealed that green human resource management practices had a positive and significant effect on employees’ green behavior. Moreover, green human resource management practices significantly enhanced green work engagement, and green work engagement had a positive and significant effect on employees’ green behavior. The results also confirmed the mediating role of green work engagement in the relationship between green human resource management practices and employees’ green behavior. In other words, green human resource management practices not only directly improved employees’ green behavior but also indirectly strengthened it through increasing employees’ green work engagement. Furthermore, the moderating role of green individual values in the relationship between green human resource management practices and green work engagement was confirmed. This indicates that when employees possess stronger green individual values, the positive effect of green human resource management practices on green work engagement becomes stronger. Overall, the results emphasize the importance of aligning green human resource policies with employees’ environmental values in order to promote sustainable and environmentally responsible behavior in organizations.