本研究主要探討綠色人力資源管理、企業永續發展與員工綠色行為之影響，並探討綠色人力資源管理對企業永續發展，以及企業永續發展對員工綠色行為的影響外，也進一步探討員工綠色價值對企業永續發展與員工綠色行為之間的調節效果。本研究以紡織業為研究範圍，並以任職於紡織業的台籍員工進行研究對象，並採問卷調查法以任職於紡織業的台籍員工為問卷調查對象，問卷將於專家審查後開始施測發送，並以LINE群組和社群平台作為網路問卷發放管道，實際回收問卷316份，無效問卷14份，合計有效樣本302份，有效回收率95.6%。取得問卷數據資料後，以結構方程模型來驗證研究模型與假設的成立與否。研究結果顯示：1.綠色人力資源管理對企業永續發展具有顯著正向之影響。2.企業永續發展對綠色員工行為具有顯著正向之影響。3.員工綠色價值對企業永續發展與員工綠色行為之間不具有顯著調節效果。根據研究結果，本研究針對紡織業者提出以下三點建議：1. 持續強化並完善綠色人力資源管理措施。2. 明確制定環境保護政策和指導方針，並將環境保護目標納入企業發展方向和營運管理中。3. 定期組織員工從事綠色公益活動，並鼓勵員工積極參與，將環境保護意識與綠色理念內化為員工自身的價值觀。

This study mainly explores the impact of green human resource management, corporate sustainable development and employee green behavior. It also explores the impact of green human resource management on corporate sustainable development and corporate sustainable development on employee green behavior. It also further explores employee green behavior. The moderating effect of value on the relationship between corporate sustainable development and employee green behavior. This study takes the textile industry as the research scope, and uses a questionnaire survey method to target Taiwanese employees working in the textile industry. The questionnaire will be implemented after expert review. The survey was sent out for testing, and LINE groups and social platforms were used as online questionnaire distribution channels. 316 questionnaires were actually recovered, 14 invalid questionnaires were collected, and a total of 302 valid samples were collected, with an effective recovery rate of 95.6%. After obtaining the questionnaire data, structural equation modeling was used to verify whether the research model and hypotheses were established. The results indicate: that 1. Green human resource management has a significant positive impact on the Sustainable development of enterprises. 2. Sustainable development of enterprises has a significant positive impact on employee green behavior. 3. Individual green values do not significantly moderate the relationship between the Sustainable development of enterprises and employee green behavior. Based on the findings, the study offers three recommendations for textile industry practitioners: 1. Continuously strengthen and improve green human resource management measures. 2. formulate environmental protection policies and guidelines, integrating environmental protection goals into corporate development directions and operational management. 3. Regularly organize green public welfare activities for employees and encourage active participation, internalizing environmental awareness and green principles as part of employees' values.

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