Abstract
This study aims to analyze the effect of ethical leadership on employees' ecological behavior and individual environmental performance through green HR practices in higher education. Cross-sectional analytical survey methodology was used to analyze the relationship between the variables studied. The stages in data analysis using SEM procedures start from model construction, discriminant validity testing, and composite reliability to goodness-of-fit evaluation and hypothesis testing. The success of implementing a system that supports environment-friendly HR management requires a leadership role with sufficient environmental and ethical values in their interactions to optimize the function of HR practices. Based on the perspective of leadership and HR practice management systems at the personal level, the models indicated that individual environmental performance could be explained through interaction by leader–member exchange and norms toward the environment. The originality lies in the combination of the view of LMX on leadership and the activation of norm theory to understand the processes leading to individual environmental performance through green HR practice.