The electronics and semiconductor manufacturing sector in the Philippines is a resource-intensive industry and the country’s largest exporter. As the demand for sustainable practices intensifies, fostering Green Work Engagement (GWE) has become essential to meeting environmental objectives. This study examined the effects of Green Human Resource Management (GHRM) and Green Leadership (GL) on GWE, with Green Organizational Culture (GOC) as a mediating variable. A descriptive-causal research design was employed, involving 191 employees from various departments within a selected electronics and semiconductor manufacturing company. Data were gathered through a structured questionnaire and analyzed using regression analysis, mediation testing, and ANOVA. Findings revealed that GHRM and GL significantly contributed to the development of GOC. In turn, both GHRM and GOC had significant direct effects on GWE. GOC was found to partially mediate the relationship between GHRM and GWE and fully mediate the relationship between GL and GWE. ANOVA results showed no statistically significant differences in GWE across demographic variables. These results underscore the critical role of green organizational culture in transforming HR and leadership initiatives into meaningful employee engagement in sustainability. The study recommends embedding green values into existing systems, expanding green HRM practices, and developing leaders as green culture ambassadors to promote a sustainability-oriented workforce and improve environmental performance through authentic employee engagement.