The growing necessity for sustainable practices among multinational corporations (MNCs) in Shanghai necessitates the enhancement of Employee Green Performance (EGP). This research investigates the impact of Servant Leadership (SL), Green HRM (GHRM) practices, and Individual Traits (IT) on Employee Green Performance (EGP), while also analysing the mediating roles of Environmental Awareness (EA) and Employee Engagement (EE). Using a quantitative approach, data were gathered from 300 employees in Shanghai MNCs and examined by multiple regression and bootstrapping mediation tests. The results showed that all of the proposed hypotheses were true. Servant Leadership, Green HRM practices, and Individual Traits, together with Environmental Awareness and Employee Engagement, were identified as major direct predictors of Employee Green Performance, with Environmental Awareness and Employee Engagement exhibiting the most pronounced impact. The examination of indirect impacts validated that both Environmental Awareness and Employee Engagement serve as major mediators. The correlation between Individual Traits and Employee Green Performance was completely mediated by Employee Engagement, suggesting that an employee's personality affects their environmentally friendly conduct solely through their degree of organisational commitment and motivation. This research presents a proven, comprehensive model illustrating the interplay between organisational variables and individual inclinations in promoting pro-environmental behaviour. For practitioners, the findings indicate that methods aimed at enhancing Employee Green Performance should prioritise the fundamental objectives of increasing environmental knowledge and fostering more employee involvement. Future study ought to utilise longitudinal designs to solidify causality, incorporate multi-source data to reduce potential biases, and perform comparison studies across various organisational and cultural contexts to evaluate the generalisability of these findings.