Purpose: This study investigates organizational identification as a boundary condition shaping the relationships between Green Human Resource Management (GHRM) awareness, environmental values, and pro-environmental work intention among students in a Management Study Program. It addresses inconsistencies in the earlier GHRM literature by explicitly positioning organizational identification as a boundary condition rather than an intervening mechanism.

Research Methodology: This study relies on Partial Least Squares Structural Equation Modeling (PLS-SEM) within an explanatory, cross-sectional quantitative framework. The respondent pool comprised 150 active undergraduate students from STIE Trisakti Jakarta's Management Study Program, chosen purposively based on the predetermined criteria. A two-stage procedure was used to capture the moderating effect, and structural path significance was established through bootstrapping with 5,000 resamples.

Results: GHRM Awareness and Environmental Values significantly and positively influenced Pro-Environmental Work Intention. Organizational Identification strengthened the effect of GHRM Awareness but not Environmental Values. The model explained 42.7% of the variance in the Pro-Environmental Work Intention.

Conclusions: Organizational Identification acts as a selective rather than a universal moderator of the antecedents of Pro-Environmental Work Intention, thereby extending Social Identity Theory in the organizational sustainability context.

Limitations: The use of a cross-sectional design and self-reported data from students at a single institution limits the ability to draw causal inferences and generalize the findings to broader populations.

Contributions: This study offers practical implications for higher-education institutions and organizations by providing strategic guidance on strengthening organizational identification to foster pro-environmental behavior among prospective employees.