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.

The purpose of this systematic literature review is to identify trends in Green HRM research related to sustainability over the past decade and to determine how green human research management (GHRM) research is related to sustainability, its antecedents, and the level of implementation. After analyzing keywords through the VOSviewer application, the results showed that green human resource management is an umbrella keyword, allowing the identification of related research areas such as environmental management and environmental sustainability. The results also showed that most (63%) of the selected articles were published in the last three years and most of the articles were published in Q1 journals. Furthermore, most articles used quantitative methodologies and were conducted in developing countries. It has also gained the highest interest in employees’ sustainable behavior and environmental sustainability, but there are few studies on social sustainability and economic performance. The study also found that the implementation level of GHRM in organizations is moderate, with very few studies in this aspect. The originality of this systematic review lies in examining the link between GHRM and corporate sustainability goals. This paper is limited to reviewing online sources using only academic articles from Scopus and Web of Science; other sources are ignored. It will help academics by providing future research directions for investigation. Top management can also better understand how GHRM helps organizations achieve sustainability goals.

Purpose – This study aims to examine the effects of Top Management Commitment to Greening the Workplace (TMCGW) on Employee Green Behavior (EGB) through the mediating role of Green Human Resource Management (GHRM) and employee Green Self-Efficacy (GSE) at universities in Bangladesh. In addition, it aims to find the differentiating impact of these relationships between academic and non-academic employees in the university. Design/methodology/approach – Researchers employed partial least squares structural equation modeling (PLS-SEM) in an empirical study grounded in a conceptual model derived from existing literature. The sample size is 288 Bangladeshi university employees: academics (171) and non-academics (117). The study is non-random, particularly convenient sampling with self-administered questionnaires for data collection. Findings – The overall sample’s findings have revealed that TMCGW positively affects GHRM, which in turn fully mediates the relationship with EGB. In the overall sample, TMCGW also positively affects employee GSE, which in turn fully mediates the relationship with EGB. In addition, in the academic sample, TMCGW has a positive influence on employee GSE, which in turn fully mediates the relationship with EGB; however, GHRM doesn’t mediate the relationship between TMCGW and EGB. Furthermore, in the non-academic sample, TMCGW positively affects GHRM, which in turn fully mediates the relationship with EGB, but TMCGW positively affects employee GSE, with GSE not mediating between TMCGW and EGB. The multi-group analysis also reveals that the differences are significant only in the relationship between GHRM and EGB. Originality/value – This study makes unique contributions in that TMCGW acts as an antecedent of GHRM, and employee GSE in the university, subsequently affecting EGB by applying signaling theory. The study also found a unique contribution of how this relationship varies between academics and non-academic employees in the university. This study helps university top management and HR professionals to develop appropriate policies to promote sustainable behavior among academics and non-academics.