Abstarct: The present study was conducted to examine the impact of green human resource management practices on green work engagement, with green knowledge sharing as a mediating variable and green group cohesion 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 employees and managers working in different production and support departments of Iran Khodro Company. Considering an estimated population of approximately 5,000 employees, the sample size was determined as 357 respondents using Cochran’s formula. Data were collected through a standardized questionnaire baxsed on a five-point Likert scale. The validity and reliability of the measurement instrument were assessed using factor loadings, Cronbach’s alpha, composite reliability, and average variance extracted. The overall Cronbach’s alpha coefficient was 0.916, indicating a desirable level of internal consistency. The collected data were analyzed using Structural Equation Modeling through SmartPLS. The findings indicated that green performance management practices, with a path coefficient of 0.428, and green competency-building practices, with a path coefficient of 0.100, had positive and significant effects on green knowledge sharing. However, the effect of green involvement practices on green knowledge sharing was not statistically significant. Moreover, green knowledge sharing had a positive and significant effect on green work engagement, with a path coefficient of 0.620. The mediation results revealed that green knowledge sharing fully mediated the relationships between green performance management practices and green work engagement, as well as between green competency-building practices and green work engagement. However, the mediating role of green knowledge sharing in the relationship between green involvement practices and green work engagement was not supported. In addition, the moderation results showed that green group cohesion significantly moderated only the relationship between green competency-building practices and green knowledge sharing. The R² values for green knowledge sharing and green work engagement were 0.645 and 0.384, respectively, indicating an acceptable explanatory power of the research model. Overall, the results suggest that in Iran Khodro Company, strengthening green performance management systems and developing employees’ green competencies can enhance green work engagement mainly through the mechanism of green knowledge sharing. Furthermore, green group cohesion can strengthen the conversion of green competencies into shared environmental knowledge among employees. Therefore, simultaneous attention to green competency development, green performance management, environmental knowledge sharing, and green group cohesion can play an important role in improving employees’ green attitudes and work-related behaviors.