Current Language EN
English English Türkçe Türkçe Español Español Português Português Pусский Pусский Filipino Filipino Tiếng Việt Tiếng Việt हिन्दी हिन्दी العربية العربية বাংলা বাংলা Deutsch Deutsch 中文 中文
Research Article

Green Flags at Work: Influence of a Healthy Workplace on Employee Retention and Well-Being

774 reads
Jiomarie Jesus , Evelyn Navares , Mary Ann Salazar , Jhoronnie Gayl Bontes , Jeffy Sumilhig , Marciano Abiera
Psych Educ Multidisc J, 2025, 45 (5), 574-583, DOI: https://doi.org/10.70838/pemj.450501, ISSN 2822-4353
Verified on SciChain · token #6194 of SciMatic Articles (ERC-1155, 1,000,000 tokens)
Contract 0x0E596B4b…F05eF8 · mint transaction · verify the record

Abstract

In response to the rising incidence of burnout and employee turnover, this study examined the influence of healthy workplace practices—conceptualized as "green flags"—on employee well-being and retention intentions. These green flags included quality of life support, work-life boundary practices, mental health accommodation, psychological safety, and recognition. Grounded in the Conservation of Resources theory, a quantitative descriptive-correlational design was employed using structured surveys administered to 500 full-time employees across five industry sectors in Metro Cebu, Philippines. Stratified random sampling ensured sectoral representation. The study applied descriptive statistics, Pearson correlation, multiple regression, and structural equation modeling (SEM) for data analysis. Results revealed high perceptions of healthy workplace practices, with mean scores ranging from 3.98 (SD = 0.74) to 4.21 (SD = 0.63). Employee well-being (M = 4.12, SD = 0.69) and retention intentions (M = 3.87, SD = 0.78) were also rated favorably. Correlation analyses revealed significant positive relationships between all green flag indicators and outcome variables, with psychological safety (r = 0.65, p < 0.001) and recognition (r = 0.64, p < 0.001) exhibiting the strongest associations. Multiple regression confirmed psychological safety (β = 0.30, p < .001) and recognition (β = 0.24, p < .001) as the most influential predictors of well-being, while recognition (β = 0.33, p < .001) and psychological safety (β = 0.28, p < .001) most strongly predicted retention intentions. SEM demonstrated excellent model fit (CFI = 0.96, TLI = 0.95, RMSEA = 0.041, SRMR = 0.038), validating the theoretical framework. The study concluded that healthy workplace practices were not merely cultural ideals but measurable strategic functions that enhanced employee retention and psychological wellness. The validated green flag model offered a replicable structure for embedding employee-centered policies into organizational strategy, particularly in service-oriented and high-turnover industries.

Keywords psychological safety employee well-being retention intention healthy workplace recognition and appreciation
Authors 6
View Publication Certificate View PDF Cite This Article Back to Archives

The team behind this paper

6 authors, 4 institutions.

This paper Mandaue City College — Philippines Mandaue City College 2 authors University of Cebu — Philippines University of Cebu 2 authors Cebu Technological University — Philippines Cebu Technological Univ… 1 author Linao National High School — Philippines Linao National High Sch… 1 author Jiomarie Jesus — corresponding author JJ Jiomarie Jesus ✉ Evelyn Navares EN Evelyn Navares Mary Ann Salazar MS Mary Ann Salazar Jhoronnie Gayl Bontes JB Jhoronnie Gayl Bontes Jeffy Sumilhig JS Jeffy Sumilhig Marciano Abiera MA Marciano Abiera

Readership

774 reads over 15 months.

Top 2% most read in this journal this month
August 2025 October 2026

Related work on SciMatic

Closest of 4 articles sharing keywords with this one. A rarer shared keyword counts for more than a common one.

On SciChain

This article is token #6194 of SciMatic Articles (ERC-1155): 1,000,000 tokens, minted once, never more. The chain also stores a fingerprint (SHA-256) of the article's record, so anyone can check that it has not been altered.

HolderWalletTokens
SciMatic 0xc35709…277732 100,000 (10%)
Jiomarie Jesus 0xbF8c4B…841502 150,000 (15%)
Evelyn Navares 0x35A612…f7e782 150,000 (15%)
Mary Ann Salazar 0xcb4ae9…0ACcC4 150,000 (15%)
Jhoronnie Gayl Bontes 0x2a9603…573313 150,000 (15%)
Jeffy Sumilhig 0x35E42e…630D18 150,000 (15%)
Marciano Abiera 0x0B8A4a…9e4cE5 150,000 (15%)
Content hash 0x28eb94798905e16f04e56caa66f9811773d8e1c5c157c0ef24d4702f20c43227
View on the explorer Verify the record Mint transaction

Bibliographic Information

Jiomarie Jesus, Evelyn Navares, Mary Ann Salazar, Jhoronnie Gayl Bontes, Jeffy Sumilhig, Marciano Abiera, (2025). Green Flags at Work: Influence of a Healthy Workplace on Employee Retention and Well-Being, Psychology and Education: A Multidisciplinary Journal, 45(5): 574-583
Bibtex Citation
@article{jiomarie_jesus2025pemj,
author = {Jiomarie Jesus and Evelyn Navares and Mary Ann Salazar and Jhoronnie Gayl Bontes and Jeffy Sumilhig and Marciano Abiera},
title = {Green Flags at Work: Influence of a Healthy Workplace on Employee Retention and Well-Being},
journal = {Psychology and Education: A Multidisciplinary Journal},
year = {2025},
volume = {45},
number = {5},
pages = {574-583},
doi = {10.70838/pemj.450501},
url = {https://scimatic.org/show_manuscript/6194}
}
APA Citation
Jesus, J., Navares, E., Salazar, M.A., Bontes, J.G., Sumilhig, J., Abiera, M., (2025). Green Flags at Work: Influence of a Healthy Workplace on Employee Retention and Well-Being. Psychology and Education: A Multidisciplinary Journal, 45(5), 574-583. https://doi.org/10.70838/pemj.450501

Author Information

  • To change your profile photo, login to scimatic.org, go to your profile and change the photo.
  • Provide a face photo, and not full body.
  • It is better to remove the background from your photo. Go to Remove Background and then upload to profile
  • If you are unable to login, go to Reset My Password provide your email registered with the article and get new password.
  • In case of any other problem, contact your editor directly or write to us at info @ scimatic.org