Determinants of Intern Retention: The Role of Perceived Organizational Support in an Emerging Economy
DOI:
https://doi.org/10.65687/bjbs.v2i1.5Keywords:
intern retention, perceived organizational support, mentoring, work environment, emerging economyAbstract
This study examines the determinants of intern retention in enterprises in Hai Phong, Vietnam, with a specific focus on the mediating role of perceived organizational support (POS). Drawing on Organizational Support Theory and Social Exchange Theory, the research investigates how mentoring, training, benefits, and work environment influence both POS and interns’ retention intentions. Data were collected from 491 interns and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that mentoring and work environment have significant positive effects on POS, while training has a significant negative effect and benefits show no significant effect. POS, in turn, has a significant positive effect on intern retention. Regarding direct effects on intern retention, only mentoring shows a significant positive relationship, whereas training, benefits, and work environment are not statistically significant predictors. Mediation analysis further reveals that POS significantly mediates the relationships between mentoring and intern retention as well as between work environment and intern retention. However, the mediating effects of POS for training and benefits are not supported. This study contributes to the literature by providing a more nuanced understanding of intern retention in an emerging economy context, highlighting both enabling and non-significant organizational mechanisms. The findings underscore the critical importance of mentoring and a supportive work environment in fostering POS, which ultimately enhances retention. Practical implications suggest that organizations should prioritize structured mentoring systems and improve workplace support conditions to strengthen intern retention outcomes.
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