41 03 / 22 PERSONALquarterly PROF. DR. LUDWIG VOUSSEM Professur für Internationales Personalmanagement, OTH Regensburg E-Mail: ludwig.voussem@oth-regensburg.de SUMMARY Research question: How can companies strengthen their former employees‘ intention to return and word of mouth? Methodology: An online questionnaire was used to collect data of students. Results were analyzed using a mediated regression model. Practical Implication: The study provides information which measures companies use to stay in touch with former interns and apprentices. Strengthening residual commitment pays off as it increases intention to return and word of mouth. PROF. DR. CARINA BRAUN Professur für Personalmanagement & Betriebswirtschaft, OTH Regensburg E-Mail: carina.braun@oth-regensburg.de https://www.oth-regensburg.de/professoren-profilseiten/professoren-bw/prof-drrer-pol-carina-braun.html LITERATURVERZEICHNIS Breitsohl, H./Ruhle, S. A. (2016): The end is the beginning – the role of residual affective commitment in former interns’ intention to return and word-of-mouth. European Journal of Work and Organizational Psychology, 25(6), 833–848. doi: 10.1080/1359432X.2016.1167039 Collins, C. J./Han, J. (2004): Exploring applicant pool quantity and quality: The effects of early recruitment practice strategies, corporate advertising, and firm reputation. Personnel Psychology, 57(3), 685–717. doi: 10.1111/j.17446570.2004.00004.x D’Abate, C./Youndt, M./Wenzel, K. (2009): Making the most of an internship: An empirical study of internship satisfaction. Academy of Management Learning and Education, 8(4), 527–539. doi: 10.5465/AMLE.2009.47785471 Edeling, S./Pilz, M. (2017): ‘Should I stay or should I go?’ – the additive double qualification pathway in Germany. Journal of Vocational Education & Training, 69(1), 81–99. doi: 10.1080/13636820.2017.1300594 Höft, S./Hell, B. (2007): Die Bindungswirkung von Unternehmenspraktika im Rahmen des Hochschulmarketings: Affektives Commitment als endogene und exogene Variable. Zeitschrift für Personalforschung, 21(1), 5–21. doi: 10.1177/239700220702100101 Hurst, J. L./Good, L. K./Gardner, P. (2012): Conversion intentions of interns: What are the motivating factors? Education and Training, 54(6), 504–522. doi: 10.1108/00400911211254280 Klein, H. J./Cooper, J. T./Molloy, J. C./Swanson, J. A. (2014): The assessment of commitment: Advantages of a unidimensional, target-free approach. The Journal of Applied Psychology, 99(2), 222–238. doi: 10.1037/a0034751 Pianko, D. (1996): Power internships. Management Review, 85(12), 31–33. Preacher, K. J./Hayes, A. F. (2004): SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments, and Computers, 36(4), 717–731. doi: 10.3758/BF03206553 Rose, P. S./Teo, S. T. T./Connell, J. (2014): Converting interns into regular employees: The role of intern--supervisor exchange. Journal of Vocational Behavior, 84(2), 153–163. doi: 10.1016/j.jvb.2013.12.005 Shipp, A. J./Furst-Holloway, S./Harris, T. B./Rosen, B. (2014): Gone today but here tomorrow: Extending the unfolding model of turnover to consider boomerang employees. Personnel Psychology, 67(2), 421–462. doi: 10.1111/peps.12039 Snyder, D. G./Stewart, V. R./Shea, C. T. (2021): Hello again: Managing talent with boomerang employees. Human Resource Management, 60(2), 295–312. doi: 10.1002/hrm.22051 Trost, A. (2012): Talent Relationship Management: Personalgewinnung in Zeiten des Fachkräftemangels. Springer, Berlin, Heidelberg. doi: 10.1007/978-3-642-17078-2 Zhao, H./Liden, R. C. (2011): Internship: a recruitment and selection perspective. Journal of Applied Psychology, 96(1), 221–229. doi: 10.1037/a0021295
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