Conversion intentions of interns: what are the motivating factors?

Abstract

Purpose -The purpose of this study is to investigate interns' supervisory support expectations, psychological contract obligations, job satisfaction, perception of advancement opportunities and affective organisational commitment in an attempt to gain a better understanding of how these variables influence interns' conversion intentions. Design/methodology/approach -This study focuses on college juniors and seniors who were enrolled in retail/service programs at one of three major US universities, and successfully completed a retail/service internship. An online survey was used to assess the influence of interns' psychological contract expectations regarding employer obligations, supervisory support expectations, job satisfaction, perception of advancement opportunities, and affective organisational commitment on interns' conversion intentions (intent to accept an offer for full-time employment). Findings -Findings indicate that employers can establish a foundation for intern retention by fulfilling obligations, both implicitly and explicitly. Furthermore, to ensure continued success of their interns, retailers should rely on supervisors and/or mentors to provide guidance, support and feedback. Research limitations/implications -Research is limited to students who completed a retail/ service internship during 2008. Practical implications -Results provide practical implications to aid in internship program development, assist in interns' educational and professional development, and enhance the likelihood of successful conversion of interns to employees for retail/service businesses. Originality/value -This paper is based on actual feedback from interns. Findings will assist retailers in identifying how they can differentiate their internship programs from their competitors', and how they can increase internship conversion rates. Additionally, the paper identifies salient factors that motivate interns to accept an offer for full-time employment from their internship company.

The impact of compensation, supervision and work design on internship efficacy: implications for educators, employers and prospective interns

“…Thus, unfavourable supervisory supportive behaviour will be viewed by interns as reflective of the organisation and will lessen the attractiveness of the organisation and the job pursuit intentions of the intern. Hurst, good, and gardner (2011) found supervisors were an important factor contributing to the desire of interns to convert their internship into full-time positions with their host organisation.…”

Transformation in the wholesale and retail sector in South Africa: the role of internships

“…placing a buying intern at the retailer's headquarters), but also assigning interns meaningful, challenging, yet achievable tasks, involving them in planning projects, soliciting their ideas and opinions, and holding them accountable for projects and deadlines. Such activities indicate the supervisor's respect for, and trust in, the intern's capabilities (Hurst et al 2012). Moreover, the opportunity to influence the way work is done has been found to positively influence workplace learning (Virtanen et al 2014).…”

Satisfaction from Internship Program and Changing Attitude: A Perceptual Survey from Hotel Management Students

“…Internship is a structured learning experience in a work setting that provides a student an opportunity to learn about a career interest and gain valuable knowledge and experience in a particular field (Dortch, 2003). Likewise, Hurst et al (2012) explained internship as a helpful tool to strengthen student's marketable skills like communication, timemanagement, self-confidence, and self-motivation. Positive experience gained through internship encourages students for joining the same industry of their first choice.…”