This study examines the links between organizational support, trust in manager, psychological contract breach, job satisfaction, and workplace pro-environmental behavior. We tested the conditional indirect effect of organizational support and pro-environmental behavior through job satisfaction at different levels of psychological contract breach and trust in the manager. Using a convenience sample (N = 651), the findings show that job satisfaction only mediates the effect of organizational support on pro-environmental behavior at a low level of psychological contract breach. The findings also indicate that (low) psychological contract breach only moderates the conditional indirect effect of organizational support and pro-environmental behavior through job satisfaction at a high level of trust in manager. Practical implications are discussed, and suggestions for future research are proposed.