Intern to employee conversion via person–organization fit

• Published in: Education & training (London) 2021-06, Vol.63 (5), p.793-807
• Main Authors: Rose, Philip S., Teo, Stephen T.T., Nguyen, Diep, Nguyen, Nguyen Phong
• Format: Article
• Language: English
• Subjects: Attrition (Research Studies); Behavior Patterns; Business Administration Education; Career Change; Career Development; Careers; College Seniors; Conversion; Economics Education; Employees; Employment; Feedback; Foreign Countries; Higher education institutions; Information sources; Intention; Internship Programs; Internships; Interpersonal Relationship; Job Applicants; Occupational Aspiration; Opportunities; Organizations; Personal relationships; Personality Theories; Socialization; Supervisor Supervisee Relationship; Supervisors; Undergraduate Students; Work environment; Work Experience
• ISSN: 0040-0912; 1758-6127
• DOI: 10.1108/ET-08-2020-0225

PurposeInternships are utilized globally to recruit graduate employees. However, there is a limited understanding of the process by which interns convert into regular employees, particularly in non-Western research contexts. Integrating attraction–selection–attrition (ASA) theory and proactive career behaviors, this study identifies the mechanisms influencing interns' intentions to convert into regular employment in host organizations in Vietnam.Design/methodology/approachTime lagged, questionnaire data were collected from 669 final-year undergraduate business and economics students who participated in internship programs in a large metropolitan city in Vietnam.FindingsThe results indicate that the interns who exhibit proactive career behaviors are more likely to foster high-quality reciprocal relationships with their supervisors and work colleagues during internships. These positive relations magnify interns' intentions to become regular employees via their perceived person–organization fit.Practical implicationsThis study has implications for higher education institutions and host organizations when designing internship programs to maximize employment outcomes via conversion of interns into regular employees.Originality/valuePrevious studies have not tested the critical aspect of ASA theory regarding the personalities of the interns when building work-related relationships that result in the person–organization fit before accepting job offers from host organizations.