For the study, the researchers proposed a multidimensional way to measure tourist-perceived crowding (TPC) and an integrated approach to tourist loyalty from a customer perspective based on the stimulus organism response model. A structural equation modeling was applied to examine the relationship among variables using the data collected from Bangladesh's crowded and popular tourist attractions. The study found that neutral crowding has significant negative effects and personal crowding has significant positive effects on destination attractiveness, but social crowding has no relationship with destination attractiveness. Moreover, social crowding directly affects tourist loyalty, but neutral and personal crowding indirectly affect tourist loyalty by mediating destination attractiveness. This study suggested a new result: TPC has both negative and positive impacts on destination attractiveness in overcrowded destinations. From the management perspective, the study suggested interesting insights for crowding and destination management, which ultimately affect tourist loyalty.

Purpose: This study aims to examine the direct effects of Green Human Resource Management (GHRM) practices on employee green behavior (EGB) in the university setting in Bangladesh and to find the indirect effects of how GHRM promotes EGB through sequentially mediating employee environmental knowledge management (EEKM) (environmental knowledge and knowledge sharing) and green self-efficacy (GSE). Design/methodology/approach: For the empirical study, the researcher uses partial least squares structural equation modeling to test the proposed conceptual model built on existing literature for greening workplaces in the university in Bangladesh. The study has collected data from 288 Bangladeshi university employees using convenient sampling. Findings: The findings that GHRM practices positively and significantly promote EGB, which captures the employee's tendencies to exercise green behavior in daily routine activities such as turning off lights, air conditioning, computers and equipment after working hours, printing on both sides, recycling (reducing, repair, reuse), disseminating good green ideas, concepts, digital skills and knowledge to peers and champion green initiatives at work. Moreover, the findings also revealed the sequential mediation of EEKM (environmental knowledge and knowledge sharing) and GSE of employees between the link GHRM and EGB. At last, the findings suggested that HR managers can implement the GHRM practices to promote green behaviors among the academic and non-academic staff of the university. Originality/value: This study contributes to the field by extending knowledge of Social Cognition Theory and Social Learning Theory for greening workplaces in Bangladesh, particularly universities. Specifically, this empirical study is unique to the best of our knowledge and highlights the role of EEKM and GSE as mediation between GHRM and EGB association.