Psychological Research on Urban Society

Volume 3 Article 9
Number 2 Vol. 3 No. 2 (2020): October 2020

October 2020

Effects of satisfaction, subjective norms,and self-efficacy on job

application intentions of student interns
Ibnu Handono Putra
Faculty of Psychology, Universitas Indonesia, [email protected]

Debora Eflina Purba

Faculty of Psychology, Universitas Indonesia, [email protected]

Follow this and additional works at: https://scholarhub.ui.ac.id/proust

Recommended Citation
Putra, Ibnu Handono and Purba, Debora Eflina (2020) "Effects of satisfaction, subjective norms,and self-
efficacy on job application intentions of student interns," Psychological Research on Urban Society: Vol. 3
: No. 2 , Article 9.
DOI: 10.7454/proust.v3i2.92
Available at: https://scholarhub.ui.ac.id/proust/vol3/iss2/9

This Original Research Paper is brought to you for free and open access by UI Scholars Hub. It has been accepted
for inclusion in Psychological Research on Urban Society by an authorized editor of UI Scholars Hub.
 e-ISSN 2615-8582
p-ISSN 2620-3960
ORIGINAL RESEARCH PAPER

Effects of satisfaction, subjective norms, Psychological Research

on Urban Society
and self-efficacy on job application 2020, Vol. 3(2): 87-96
© The Author(s) 2020
intentions of student interns DOI: 10.7454/proust.v3i2.92
proust.ui.ac.id

Ibnu Handono Putra1, Debora Eflina Purba1* Received: September 13th, 2020
1Faculty of Psychology, Universitas Indonesia Revision Accepted: November 17th, 2020

Abstract
Internship programs can serve as recruitment and selection strategies that facilitate data collection
on the abilities of potential employees to manage their daily work duties. This study aims to
examine factors that may influence a student intern’s intentions to apply to convert the internship
into a permanent employee position at the same company after graduating from university. The
study is grounded in the theory of planned behavior to probe whether internship satisfaction,
subjective norms, and self-efficacy are predictors of the intentions of student interns to apply for jobs
at companies that offer internship programs. Data collected from 261 Indonesian university students
demonstrated that internship satisfaction and subjective norms positively and significantly
predicted the intentions of student interns to apply to convert their internships into permanent jobs
at the same company. However, self-efficacy did not predict such conversion intentions. Finally, the
practical implications of these outcomes are discussed, and directions for prospective research are
suggested.

Keywords
Internship satisfaction, subjective norms, self-efficacy, student interns’ intention to convert

I
deal employees enhance organizational The ability to apply for permanent prospec-
performance and growth. Thus, companies tive job placements through recruitment pro-
must adopt diverse effective strategies to cesses applied during internships may also ben-
ensure they can secure talented employees. efit students in their eventual job search and
Recruitment and selection processes provide career development (Rose, 2013). Previous stud-
companies with opportunities to realistically ies have evidenced that students with internship
evaluate the performance and abilities of pro- backgrounds generally took a shorter time to
spective employees (Sackett et al., 1988). Organi- find jobs, were viewed by companies as more
zations increasingly employ internship pro- appealing, evinced a more accelerated career
grams to identify talented future employees in growth, and earned higher starting salaries
the context of urban employment (Rose, 2013). (Gault et al., 2000). However, the extant studies
Potential employees receive specific knowledge have also described several difficulties that
and partial organizational training during their cause student interns to discontinue working for
internship programs. companies for which they have interned
(Huseini, 2014; Rose, 2013). Students cite their
Corresponding Author: poor evaluation of their internship experience at
Debora Eflina Purba the respective companies among other reasons
Faculty of Psychology, Universitas Indonesia for not wanting to convert the internship into a
Kampus Baru UI, Depok, Jawa Barat—16424 permanent job opportunity (McManus & Fein-
Email: [email protected] stein, 2014). When an internship experience is
Orcid ID: https://orcid.org/0000-0002-0610-3209
not positively evaluated, a student intern is
Student Interns’ Intentions to Convert 88

motivated to quit the company after the comple- However, to the knowledge of the authors of the
tion of the internship period (Huseini, 2014; present investigation, the TPB framework has
McManus & Feinstein, 2014; Rose, 2013). Thus, not been applied to a study on the student
numerous studies have already attempted to interns’ intentions to convert their internship to
determine the factors that may influence a a permanent staff position. The present study,
student’s desire to continue to work for the therefore, aims to examine the predictive ability
company in which the student has undertaken of the factors of internship satisfaction, subjec-
an internship (Hurst et al., 2012; Huseini, 2014; tive norms, and self-efficacy in the Indonesian
Rose, 2013). context. These attributes represent the three pre-
A student intern’s desire to continue work- dictors of the TPB framework and should thus
ing for the company they interned for following influence the intentions of student interns to
their graduation or to accept the company’s apply for a permanent job at the companies for
offer for a permanent position is termed the which they have interned.
intern’s intention to convert in the extant scholarly As a representation of the attitude variable,
literature (Huseini, 2014; Rose, 2013). The pre- internship satisfaction illustrates the overall
sent study utilizes Ajzen’s (1991) definition of internship experience (Rose, 2013) which, for
the intention to convert: the term intention indi- students, is akin to job satisfaction for employ-
cates a person’s determination to exert effort in ees (D’Abate et al., 2009). Job satisfaction is one
executing a behavior (Ajzen, 1991). It may be of the most frequently utilized attitude con-
generally asserted that the greater a person’s structs in organizational research (Ahmad et al.,
intent, the more likely the display of the related 2010; Brief & Roberson, 1989; Rose, 2013). Stu-
behavior (Ajzen, 1991). This definition leads to dent interns do not weigh risks as highly as per-
this study’s assumption that the greater a stu- manent employees during the decision-making
dent intern’s intention to “convert,” the more process to accept or decline offers to continue in
likely the person is to continue working for the the same company after completion of the in-
company in which the internship is undertaken. ternship period (Rose, 2013). Student interns
The theory of planned behavior (TPB) repre- who are dissatisfied with their internship experi-
sents a theoretical framework that substantiates ence are more likely to exit the concerned com-
the predictors of intention in various aspects of pany, or even the related industry (Richardson,
behavior (Ajzen, 1991). TPB is widely used as a 2008). Thus, increasing internship satisfaction
framework for the prediction of behavioral becomes an important factor for organizations
intentions and/or behavior. TPB is an enhanced seeking to recruit the best prospective perma-
version of the theory of reasoned action (Ajzen & nent employees because this factor predicts a
Fishbein, 1980), adding the feature of perceived student intern’s desire to convert (Rose, 2013).
behavior control (PBC) to the earlier model. PBC High satisfaction levels have also empirically
is incorporated into the previous model as an been proven to predict the intention of student
exogenous motivational variable that acts on interns to convert into permanent employees
intentions that may determine a person’s (Huseini, 2014; Rose, 2013). These findings bol-
perception of their own abilities in executing a ster the notion that internship satisfaction may
behavior (Ajzen, 1985). Thus, TPB is better at predict the intention of student interns to con-
predicting intention through behaviors that are vert into permanent employees. Therefore, this
not entirely within a person’s control (Ajzen, study’s first hypothesis reads:
1991). In the TPB theoretical framework, inten-
tions are affected by variables including atti- Hypothesis 1: Internship satisfaction positively
tudes, subjective norms, and PBC. Arnold et al. predicts the intention of student interns to con-
(2006) have demonstrated the predictive power vert into permanent employees.
of TPB factors vis-à-vis occupational intentions
in respondents based in the United Kingdom. Subjective norms denote a person’s perception
These authors found that the three factors of of actions they must or must not perform ac-
intent (attitudes, subjective norms, and PBC) cording to most of the significant people in their
were able to significantly predict intentions to lives (Ajzen & Fishbein, 1980). Subjective norms
work for Great Britain’s National Health Service. are rarely included in meta-analyses of the TPB

Psychological Research on Urban Society October 2020 | Vol. 3 | No. 2

89 Putra & Purba

framework because their influence tends to be experience crisis-like stress when they are about
weak (McDermott et al., 2015; Paquin & Keating, to transition into the workforce (Super & Hall,
2017). However, extant studies conducted in the 1978). The shift can be challenging for some
Western context have demonstrated that the students because their minimum knowledge
predictability of subjective norms may differ and experience occasionally generate high and
according to the cultural context of society unrealistic expectations (Ng et al., 2010; Lyons et
(Fischer et al., 2019). It is thus contended by the al., 2012) that could result in low confidence and
present study that individualist-collectivist val- high stress during their job search (Hu & Gan,
ues may exert an impact on the study of subjec- 2011). Thus, student interns with high self-
tive norms. This argument is based on prior efficacy tend to display a higher intention to
studies that have revealed that collectivist apply to the companies in which they accom-
values tend to prioritize subjective norms in plish their internships to convert to full-time
decision-making (Lee & Green, 1991; Lee & jobs because they are confident about discharg-
Wan, 2010). Social life is integrated within ing the requisite functions having imbibed
groups in collectivist cultures, in which people on-the-job knowledge during their internship
feel a sense of integration with the cohesive experience. Therefore, the third hypothesis is
in-group that protects them from birth; in asserted as follows:
return, they offer their utmost loyalty to the
in-groups to which they belong (Hofstede, 2011). Hypothesis 3: Self-efficacy can positively pre-
Collectivist societies also tend to prioritize dict the intention of student interns to convert
group interests above their own (Lee & Wan, to permanent positions.
2010). Moreover, a study of Indonesian college
accounting students by Hatta and Riduan (2017) Method
demonstrated that subjective norms predicted
the participants’ intent to work overseas as Participants
accountants, thus indicating that Indonesians
still regard the opinions of their significant oth- This study’s participants comprised students
ers to be important to their decision-making who had completed internships in the past (1)
with regard to their career paths. Based on these year. This criterion was applied because atti-
arguments, this study assumes that subjective tudes (in the form of internship satisfaction)
norms are important predictors of the intentions form an aspect of the predictors probed by this
of students to convert into permanent employ- study and may alter in the longer term (after a
ees in the companies for which they have in- year) (Hormes et al., 2013). The minimum
terned. Therefore, the second hypothesis of the sample size was calculated on the basis of
study is as follows: GPower calculations (Faul et al., 2007), and the
insertion of the smallest effect size coefficient
Hypothesis 2: Subjective norms can positively yielded a minimum sample size of 258 partici-
predict the intentions of student interns to pants. Of the 261 participants who responded,
convert into permanent employees. 24.5% were male, and 75.5% were female. In
terms of the lapse of the post-internship period,
This study also probes the role of the PBC varia- 11.5% of the participants had completed their
ble of general self-efficacy, which illustrates the internship in the previous (1) year, 18% had fin-
perception of one’s ability to influence the ished 10–11 months ago, 12.6% 7–9 months ago,
results of one’s behavior (Bandura, 2010). Self- 26.15% 4–6 months ago, 23.4% 1–3 months ago,
efficacy best describes PBC (Ajzen, 1991), and and 8.4% within the past month. To specify the
previous TPB studies have employed it as a sub- industry of internship, 8% of the participants
stitute for the PBC variable (Broadhead-Fearn & had worked in manufacturing, 12.6% in services
White, 2006; Shook & Bratianu, 2010). People (banking, consulting), 11.5% in technology-
with high self-efficacy are likely to evince an based startups, 8.4% in educational/health insti-
elevated degree of confidence in their own abil- tutions, 19.5% in government administration,
ity to deal with discrete life stressors (Scholz et 11.9% in government-owned companies, and
al., 2002). University students are expected to 27.6% reported industries not categorized in the

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Student Interns’ Intentions to Convert 90

questionnaire. Responding to how they had translated from the general self-efficacy instru-
enlisted in the internship companies, 55.9% of ment used by Song and Chathoth (2010). This
the participants said that they had applied measure encompasses eight items rated on a
personally, while 44.1% applied through refer- 5-point Likert scale (1 = Strongly disagree, 5 =
rals from faculty members or other associates. Strongly agree). A sample item of this variable is
“I can definitely complete the difficult tasks I am
Measures assigned.” This instrument’s Cronbach’s alpha
was 0.84 (inter-item correlation range is 0.5–
Each instrument administered in this study was 0.618).
processed through a translate-back-translate Items pertaining to the intent-to-convert
process (Brislin, 1970). A pilot study was initial- were translated from the converting intentions
ly conducted to assure the quality of the items of interns used by Hurst et al. (2012). This scale
that were included. The procedure followed by incorporates four items rated on a 7-point Likert
the pilot study matched the actual investigation scale (1 = Strongly disagree, 7 = Strongly agree).
and used identical participant criteria. A total of “When I was still an intern, I discussed my
31 students from Universitas Indonesia’s Faculty chances of continuing in the job after I graduate
of Psychology met the respondent criteria university with my supervisor/superior” is an
(48.4% males and 51.6% females) and participat- example of an item querying this aspect. This
ed in the pilot study. Quantitative analyzes were scale’s Cronbach’s alpha was computed as 0.83
conducted based on the results of the pilot study (inter-item correlation range between 0.75–0.83).
by testing internal reliability with Cronbach’s
alpha levels as follows: internship satisfaction (α Control variables
= 0.796), self-efficacy (α = 0.860), student’s intent
-to-convert (α = 0.778), and subjective norms (α The present study controlled for gender in
= 0.682). congruence with a previous study probing
Internship satisfaction was translated from internship satisfaction (D'abate et al., 2009). It
the internship satisfaction instrument used by was also assumed that the post-internship peri-
Rose (2013). This measure consists of three items od could be negatively correlated with the inten-
rated on a 7-point Likert scale (1 = Strongly disa- tions of student interns to convert. Students who
gree, 7 = Strongly agree). “I often consider ended their internship earlier could have lower
extending my internship period” is a sample intentions to convert to permanent jobs in the
item of internship satisfaction. This scale’s company in which they had accrued the intern-
Cronbach’s alpha was reported as 0.81 (inter- ship experience than students who ended their
item correlation range is 0.66–0.70). internship later. As Hormes et al. (2013) have
Subjective norms pertaining to the inten- stated, attitudes may change after a 1-year peri-
tions of student interns to convert were queried od. Therefore, gender and post internship peri-
via two items translated from the subjective od were included as the control variables in the
norms scale used by Arnold et al. (2006) and current study.
adjusted to the present study’s context. One of
the items stated, “Most people who are close to Procedures
me want me to continue working for the last
company in which I interned.” Subsequently, The data were collected using self-reporting
two items denoting descriptive norms were con- questionnaires. The cover letter assured poten-
structed for this study (Fischer et al., 2019); for tial participants that the survey was confidential
example, “Many of my peers wish to continue and voluntary and that they could cease their
working for the last company in which they participation whenever they wanted. An in-
interned.” This scale eventually comprised four formed consent letter was also included. This
items rated on a 7-point Likert scale (1 = Strong- document cited their rights as participants
ly disagree, 7 = Strongly agree) and its before they responded to the questionnaire.
Cronbach’s alpha was calculated at 0.79 (inter- Participants who agreed to participate could
item correlation range is 0.43–0.76). proceed with the survey; those who did not
Items for the variable of self-efficacy were agree could quit. However, participants were

Psychological Research on Urban Society October 2020 | Vol. 3 | No. 2

91 Putra & Purba

allowed to end their engagement even after their variables. Internship satisfaction was positively
consent to participate. The survey was posted and significantly correlated with the intent-to-
via Google Forms. Participants were recruited convert (r = 0.61, p < 0.01). Subjective norms
through social media platforms including Face- were also positively and significantly correlated
book, Instagram, and Line. Using the snowball with the conversion intention (r = 0.59 p < 0.01).
method, participants were requested to forward Finally, self-efficacy was also positively and sig-
the study’s questionnaire link to their peers. nificantly correlated with the conversion inten-
Participants from various universities across tion (r = 0.14 p < 0.05).
Indonesia (such as Universitas Indonesia, Uni- Regression analyzes were conducted using
versitas Diponegoro, and Universitas Brawijaya) the 4-step method. Table 2 illustrates the multi-
responded, and 10 lucky participants each ple regression analyzes results. The first step
received a Rp 25.000 incentive value as phone inserted demographic variables (sex and post-
credit, OVO, or Go-pay credits. A common internship periods) as predictors. The analysis
method bias could influence the study’s results results of Model 1 evinced that post-internship
because the survey was self-administered periods exerted positive and significant effects
(Podsakoff et al., 2003); the survey design at- on the intent-to-convert (b = 0.62, SE = .24, p <
tempted to mitigate this bias by assuring the 0.05). Overall, demographic variables contribut-
anonymity of the participants, keeping the items ed 3% variance to the intent-to-convert (∆R2 =
simple and concise, and randomizing items to 0.03, p < 0.05). The analysis results of Model 2
control priming effects (Podsakoff et al., 2003) revealed that internship satisfaction exercised a
positive and significant influence beyond the
Statistical analysis effects of sex and post-internship period on the
intent-to-convert (b = 0.85, SE = 0.07, p < 0.01),
The relationships between the three predictor implying that the higher a student’s internship
variables of internship satisfaction, subjective satisfaction, the higher the student’s desire to
norms, and the intent-to-convert criterion varia- work after graduation for the company in which
ble along with self-efficacy were analyzed via a the internship was undertaken. Internship satis-
multiple regression analysis using IBM SPSS faction displayed a distinctive variance of 36%
version 24. (∆R2 = 0.36 p < 0.01) on the conversion intention
after controlling for sex and post-internship
Results period. Therefore, Hypothesis 1 (internship sat-
isfaction predicts students’ intent-to-convert)
Table 1 presents the results of correlation ana- was supported by the data.
lyzes accomplished through Pearson’s correla- The results of Model 3 demonstrated that
tion to determine the correlation coefficients subjective norms applied a positive and signifi-
between the demographic data and all the study cant effect on the intent-to-convert (b = 0.42, SE

Table 1.
Means, standard deviations, and intervariable

Variable M SD 1 2 3 4 5 6
1. Gender NA NA 1.00
2. Post-internship Periode NA NA 0.01 1.00
3. Internship Satisfaction 15.41 4.23 −0.12 0.09 (0.81)
4. Subjective Norms 18.85 5.33 0.00 0.09 0.53 (0.79)
5. General Self-Efficacy 31.24 4.37 0.03 −0.05 0.22 0.28 (0.84)
6. Intent to convert 17.01 5.94 −0.06 0.16 0.61** 0.59** 0.14* (0.83)
Note. N = 261. *p < 0.05. **p < 0.01. NA = not applicable. Gender codes (0 = Females, 1 = Males),
Postinternship period codes (1 = 1 year ago, 2 = 10–11 months, 3 = 7–9 months, 4 = 4–6 months, 5
= 1–3 months, 6 = <1 months)

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Student Interns’ Intentions to Convert 92

Table 2.
Multiple regression analysis of the study variables toward the intentions of student interns to convert

Model 1 Model 2 Model 3 Model 4

N = 261 B SE B SE B SE B SE
Constant 15.01 0.96 2.42 1.28 −0.80 1.25 1.18 2.12
Gender −0.88 0.84 0.14 0.68 −0.20 0.62 −0.17 0.62
Post-internship periode 0.62 0.24 0.40* 0.19 0.33 0.18 0.32 0.18
Internship satisfaction 0.85** 0.07 0.57** 0.07 0.58** 0.07
Subjective norms 0.42** 0.06 0.43** 0.06
General Self-Efficacy −0.07 0.18
R2 0.03 0.39 0.49 0.49
∆R2 0.03* 0.36** 0.10** 0.00
F 3.78* 54.18** 60.98** 49.12**

∆F 50.22** 1.35
Note*p < 0.05. **p < 0.01

= 0.06, p < 0.01) transcending internship satisfac- the plans of student interns to apply for perma-
tion. Thus, the greater a student’s conformity to nent positions in the companies in which they
subjective norms, the greater the student’s accrued their internship experience. To this end,
desire to continue working after graduation for the TPB framework was applied to the factors of
the company in which the internship experience internship satisfaction, subjective norms, and
was acquired. After controlling for sex, post- self-efficacy to determine the influence of the
internship period, and internship satisfaction, three variables as predictors of the conversion
subjective norms evinced a unique variance of intentions of students. Internship programs are
10% (∆R2 = 0.10 p < 0.01) on the intent-to- viewed as a means for students to be introduced
convert. Hence, the data support Hypothesis 2 to a company’s values and accord students the
(subjective norms predict students’ intent-to- opportunity to consider whether or not they
convert). Finally, self-efficacy did not signifi- would like to apply for a permanent position in
cantly predict student intent-to-convert in the company. Data obtained from 261 students
Model 4 (b = −0.07, p = 0.18) and did not yield a based in Indonesia were examined to study
distinctive variance on the conversion intentions whether internship satisfaction, subjective
of the participating students. Therefore, the data norms, and self-efficacy could predict the
do not confirm Hypothesis 3 (self-efficacy posi- conversion intention of students who had
tively predicts students’ intent-to-convert). completed their internship programs within the
Model 4 merely demonstrated that internship past year. It was discovered in congruence with
satisfaction and subjective norms could positive- the TPB theory that internship satisfaction could
ly predict the conversion intention. All the significantly and positively predict the conver-
included predictors in this study exhibited a sion intention of the sample of this study. This
49% contribution to the variance of the conver- outcome supports the investigations conducted
sion intention. by Huseini (2014) and Rose (2013) and evinces
that the greater the satisfaction with the intern-
Discussion ship experience at a company, the higher the
conversion intention. This result may be
This study aimed to scrutinize the predictive attributed to the fact that positive and satisfying
ability of certain variables on the conversion internship experiences are likely to lower the
intentions of student interns, a term that denotes anxiety levels of students and ease their transi-

Psychological Research on Urban Society October 2020 | Vol. 3 | No. 2

93 Putra & Purba

tion into the workforce (Koo et al., 2016). Pleas- the outcomes obtained by Song and Chathoth
ant first experiences may also generate favorable (2010). To explain this nonsignificant finding, it
attitudes in interning students toward the com- is argued that Song and Chathoth’s (2010) study
pany, sector, or industry to which the company on students from a tourism academy who
belongs (Koo et al., 2016) and may further aug- completed internships in the tourism and hospi-
ment their desire to delve deeper into a related tality industry. Hospitality students are likely to
occupation after graduation. This dynamic is seek jobs in domains similar to their internship
termed the affective occupational commitment (Koo programs. This study, however, encompassed
et al., 2106). Although this construct is not participants from diverse educational contexts
included in the present study’s research model, doing internship to varied industries that may
it is assumed to explain why internship satisfac- or may not be related to their educational back-
tion can exert a substantial influence on conver- grounds. For example, psychology students who
sion intention. In comparison to the other con- interned at large human resource firms could
sidered factors, work satisfaction is the predictor easily decide to work for smaller companies in
with the strongest correlation to the conversion other fields such as marketing. A high degree of
intention. The findings of this study reempha- confidence could make students more open to
size that the provision of a satisfying work envi- opportunities in discrete domains and they
ronment for interns is critical for organizations could decide not to work for the companies that
desiring to recruit desired personnel at entry gave them their internship experience; on the
levels by enhancing the conversion intention of other hand, elevated levels of self-efficacy could
student interns after they graduate (Rose, 2013). also yield the opposite result of making student
This study also found that subjective norms interns confident of continuing within the same
can positively and significantly predict conver- company after graduation. It is also possible that
sion intention. This finding corresponds to the general self-efficacy may not adequately de-
TPB theory and the study results attained by scribe the PBC variable of the TPB framework
Hatta and Riduan (2017), who found that subjec- and thus account for this study’s divergence
tive norms exercised substantial influence on from Song and Chathoth’s (2010) results. It is
Indonesian university students. The outcomes of thus suggested that future studies should con-
the present study oppose a meta-analysis of the template the use of a more specific domain of
TPB framework that determined that subjective self-efficacy: career self-efficacy or occupational
norms were weak predictors of intention self-efficacy could be cited as exemplars of such
(McDermott et al., 2015; Paquin & Keating, a refinement (Betz & Klein, 1996).
2017). This result indicates that the opinions of In terms of practical implications, companies
significant others are essential for Indonesian planning to recruit and select potential employ-
university students when they make decisions ees through internship programs could design
about workplaces. The results of this study also programs that offer satisfying internship experi-
align with similar investigations conducted in ences to students to elicit stronger intentions to
collectivist countries such as China and Pakistan apply to the company to continue working as
(Abbasi et al., 2015; Lee & Wan, 2010). It is permanent employees after they graduate.
acknowledged that collectivist societies tend to Aspects such as job characteristics that allow
prioritize the establishment of harmonious rela- student interns to actively contribute to the
tionships within communities (Hofstede, 2011). company, or the consistent provision of relevant
Hofstede’s (2011) collectivism-individualism feedback have been found to enhance internship
aspects were not directly probed in the present experiences (D’Abate et al., 2009; Dabke, 2015).
study. It is thus recommended that future inves- Company-specific social environments or poli-
tigations should include collectivism and indi- cies that endorse permanent positions after erst-
vidualism as moderators of the associations while interns graduate from their university
between subjective norms and the conversion courses could also influence the conversion in-
intention. tentions of student interns. Therefore, compa-
Self-efficacy was unable to positively predict nies should also attend to their existing social
conversion intention in this study. This finding environments to succeed in their recruitment
does not correspond to the TPB framework or and selection plans vis-à-vis their internship

Psychological Research on Urban Society October 2020 | Vol. 3 | No. 2

Student Interns’ Intentions to Convert 94

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Declaration of Conflicting Interest role of self-efficacy in predicting rule-
following behaviors in shelters for homeless
The authors declare no conflict of interest. youth: A test of the theory of planned be-
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