<p>This study explores how Green Human Resource Management (GHRM) practices influence employee motivation and eco-helping behavior in the aviation industry in Indonesia. It focuses on the effects of Green Training &amp; Development and Green Performance Appraisal on Employee Motivation for Sustainability, and how motivation leads to voluntary eco-helping behavior in the workplace. The study also examines the moderating role of Green Leadership in strengthening these relationships. A quantitative approach was used, collecting survey data from aviation employees in Indonesia. To analyze the data, the study applied a multimethod strategy. Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to test the relationships among variables, including mediation and moderation effects. Markov Chain Analysis was employed to model the probabilistic transitions in eco-helping behavior over time. Additionally, Latent Transition Analysis (LTA) was used to capture changes in employees’ motivational and behavioral states, offering insights into how individuals shift between levels of engagement with sustainability. The results show that both Green Training &amp; Development and Green Performance Appraisal significantly increase Employee Motivation for Sustainability, which in turn promotes eco-helping behavior. Green Leadership further strengthens the link between performance appraisal and eco-behavior. This study contributes to the Green HRM literature by integrating self-determination theory and transformational leadership theory, while also introducing advanced analytical methods rarely used in sustainability research. The contextual focus on Indonesia, an emerging market, highlights the global relevance of these practices. Practical implications include the importance of targeted training, performance systems, and leadership development in supporting sustainable behaviors at work.</p>