<p>The growing significance of environmental sustainability and employee well-being in organizational development has positioned green human resource management (GHRM) as a pivotal driver for cultivating a positive work environment. Nevertheless, the mechanisms and boundary conditions through which GHRM affects employee well-being remain insufficiently explored. This study draws on self-determination theory to examine how GHRM enhances employee well-being via green mindfulness and to investigate the moderating role of green organizational identification. Hierarchical regression analyses were conducted on data from 241 employees across various industries in China in order to test the hypotheses proposed. The results of our study demonstrate that GHRM has a beneficial impact on employee well-being, both directly and indirectly through the mechanism of green mindfulness. Moreover, the strength of green organizational identification serves to reinforce the impact of GHRM on green mindfulness and its indirect effect on employee well-being. This research contributes to the existing literature on sustainable human resource management by elucidating the mechanisms and boundary conditions through which GHRM exerts its influence. It is recommended that managers implement GHRM practices that promote green mindfulness and foster a shared sense of green organizational identity to enhance employee well-being.</p>