Abstract
AbstractMBA internships are commonly used for training and recruiting management talent. Yet, research overlooks what makes them effective. A longitudinal study investigates the relationships that goal clarity, autonomy, and prior experience have with MBA intern learning and job acceptance intentions. Results show learning partially mediates the relationship of goal clarity to job acceptance intentions, and that less experienced MBA interns learn more under conditions of high goal clarity and low autonomy (i.e., when their roles are more structured). We discuss how role structures and learning can inform effective training and recruiting of interns, and management of short‐term workers in general. © 2010 Wiley Periodicals, Inc.
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