Abstract
Purpose
This paper explores interns’ commitment through the lens of social exchange theory, examining exchange rules to understand how the employment context (internship) influences the nature and targets of workplace commitment.
Design/methodology/approach
This qualitative longitudinal study involved conducting 103 semi-structured interviews with 20 interns at three professional service firms in the UK. The interviews were conducted at five intervals distributed throughout the internship.
Findings
Interns’ multiple commitments were predominantly driven by self-interest motives. They experienced rational exchange relationships, viewing their commitment as a prepayment for expected advantages from workplace targets. Consequently, commitment to local targets (workgroups) was more salient than to global targets (organisations).
Practical implications
This has significant implications for attracting and retaining interns and younger generations who represent the future talent pool. To retain talent and enhance commitment in temporary settings such as internships, personal and work-related demands, including job benefits and learning and development opportunities, must be aligned. Employer branding should emphasise this alignment, while local targets play a key role in creating support systems that help individuals achieve their goals.
Originality/value
This paper is among the first to explore the rules of social exchange relations beyond the predominant view linking commitment solely to reciprocal relationships. It contributes to commitment theory by examining how the temporality of the work context affects social exchange relations and, consequently, individuals’ commitment.
This paper explores interns’ commitment through the lens of social exchange theory, examining exchange rules to understand how the employment context (internship) influences the nature and targets of workplace commitment.
Design/methodology/approach
This qualitative longitudinal study involved conducting 103 semi-structured interviews with 20 interns at three professional service firms in the UK. The interviews were conducted at five intervals distributed throughout the internship.
Findings
Interns’ multiple commitments were predominantly driven by self-interest motives. They experienced rational exchange relationships, viewing their commitment as a prepayment for expected advantages from workplace targets. Consequently, commitment to local targets (workgroups) was more salient than to global targets (organisations).
Practical implications
This has significant implications for attracting and retaining interns and younger generations who represent the future talent pool. To retain talent and enhance commitment in temporary settings such as internships, personal and work-related demands, including job benefits and learning and development opportunities, must be aligned. Employer branding should emphasise this alignment, while local targets play a key role in creating support systems that help individuals achieve their goals.
Originality/value
This paper is among the first to explore the rules of social exchange relations beyond the predominant view linking commitment solely to reciprocal relationships. It contributes to commitment theory by examining how the temporality of the work context affects social exchange relations and, consequently, individuals’ commitment.
| Original language | English |
|---|---|
| Journal | Personnel Review |
| Early online date | 25 Jun 2025 |
| DOIs | |
| Publication status | E-pub ahead of print - 25 Jun 2025 |
Keywords
- Internships
- Rational exchange rule
- Social exchange theory
- Targets of commitment
- Workplace commitment
ASJC Scopus subject areas
- Applied Psychology
- Organizational Behavior and Human Resource Management