INTERNSHIP-TO-EMPLOYMENT PIPELINE: HOW INTERNSHIP STRUCTURE PREDICTS LONG-TERM RETENTION IN THE HOTEL INDUSTRY

Abstract

Internships are a vital bridge between academic preparation and professional employment, especially within the fast-paced hotel industry. Effective internship and training experiences—paired with strong intern motivation—lead to higher satisfaction, stronger skill readiness, deeper organizational loyalty, and ultimately, improved long-term retention. This study examines how the design and quality of internship programs influence interns’ transition into full-time hotel careers. Using mixed methods data from hotel interns, training managers, and HR professionals, the research evaluates key components such as supervision quality, task relevance, training duration, feedback systems, institutional support, and motivational drivers.  Findings reveal that well-structured internships with clear objectives, consistent mentorship, meaningful hands-on tasks, and visible career development pathways significantly enhance the likelihood of post-internship employment and sustained retention in the hotel sector. In contrast, poorly planned or weakly supervised internships reduce motivation, create disengagement, and contribute to higher turnover.  Overall, the study highlights the need to redesign internship models not only as academic requirements but as strategic talent-development pipelines that align motivational factors with organizational workforce needs. Recommendations are provided for hospitality institutions and industry employers to strengthen internship systems, support intern motivation, and build a more committed and long-lasting hospitality workforce.