Analysis of the Effect of Equity and Inclusion (DEI) Practice Implementation on Employee Retention Intentions with Sense of Belonging as an Intervening Variable at PT. PLN (Persero) Main Unit of East Kalimantan Region and North Kalimantan
Abstract
Retention itself is not only about retaining the physical workforce, but also highlights how to create a work environment that embraces diversity, equity, and inclusion (DEI). DEI issues are currently attracting significant attention in the workplace, especially at global companies. This study uses a quantitative approach and a survey. Data collection uses a questionnaire administered online in the form of a Google Form to workers at PT PLN UID East and North Kalimantan. Secondary data is then obtained from articles, journals, books, or other documents related to the research theme. Data analysis uses Smart PLS. The results of the study 1) equity has a significant positive effect on retention. This means that the higher the fairness felt by employees, the higher the level of desire to remain at PT PLN UID Kaltimra; 2) inclusion has a significant positive effect on retention. This means that the higher the level of inclusion felt, the higher the level of employee desire to remain at PT PLN UID Kaltimra; 3) sense of belonging is able to mediate the effect of equity on retention. This means that the higher the fairness felt by employees, the higher their sense of belonging to the company; 4) sense of belonging is able to mediate the effect of inclusion on retention. This means that the higher the inclusion felt, the higher the sense of attachment that grows, which in turn will increase the employee's desire to remain at PT PLN UID Kaltimra.
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