As the driving force and source of the high-quality development strategy, green technology innovation has played a fundamental role in promoting high-quality development. From the transformation of production methods to the transformation and upgrading of the economic structure, it is inseparable from the support of green technology innovation. As an important subject of green technology innovation, enterprises play an irreplaceable role in promoting green technology innovation, but there are many factors restricting corporate green technology innovation in practice. Among them, talent shortage in green technology development is one of the key problems in manufacturing enterprises. Green human resource management is believed to provide green competitive advantages for manufacturing enterprises, and it is conducive to the realization of environmental management objectives of enterprises. Therefore, it is of great significance to explore the influence mechanism of green human resource management on green technology innovation for promoting corporate green technology innovation and achieving high-quality development.#br#The existing studies have mostly examined the connection between green human resource management and green innovation from the perspectives of resources and behavior, and reached the same conclusion that green human resource management can encourage businesses to adopt green technology. Although while the majority of academics agree that green human resource management may considerably boost an organization's performance in green innovation, little is known about how it works, how it is affected by organizational factors and environmental dynamics. The border circumstances of the interaction between green human resource management and green technology innovation are not sufficiently explored in the current research, and little attention is paid to the boundary conditions at the organizational level. In addition, the classification of green technology innovation is not included in the analysis of the relationship between green human resource management and green innovation. This study explores the impact of green human resource management on various forms of green technology innovation based on the dynamic capability theory. By introducing green dynamic capability, it also uncovers the mechanism underlying the aforementioned influence. Finally, the boundary conditions of the function of green human resource management are further specified by the introduction of the situational variable of organization regulatory orientation.#br#This study examines the mechanism between green human resource management and green technology innovation in depth, focusing on the boundary impact of organization regulatory orientation.It constructs a conceptual model based on the dynamic capacity theory and the regulatory orientation theory, and conducts an econometric model on 205 Chinese manufacturing firms. The empirical study explores the main effect, mediating effect, and moderating effect by using SPSS 23.0, and explores the moderated mediating effectby the software of PROCESS.#br#The findings show that (1) green human resource management has a significant positive impact on different types of green technology innovation; (2) green dynamic capability plays a mediating role in the relationship between green human resource management and green technology innovation; (3) organization regulatory orientation plays a moderating role：under the situation of promoting orientation, the positive impact of green dynamic capability on green product innovation will be stronger, and so is the indirect impact of green human resource management on green product innovation through green dynamic capability.#br#This paper's incremental contributions are as follows. First, it provides a new theoretical perspective for exploring the boundary conditions of the relationship between green human resource management and green technology innovation, reveals the special role of organizational factors in the relationship, responds to a call from scholars and promotes the application of regulatory orientation theory in green human resource management. Second, from an organizational standpoint, it contributes to research on the mechanism of green human resource management influencing the process of green technology innovation, and expands the application of dynamic capability theory in corporate green behavior. Finally, it clarifies the influence mechanism of green human resource management on two types of green technology innovation, investigates the relationship between green human resource management and green technology innovation from a more micro perspective, and extends theoretical research on green technology innovation.#br#
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