Exponentially growing in popularity throughout the United States, internships exist as a strategic element of proactive career development for university students and employers alike. Beyond the short term value that interns generate for organizations during their internships, interns represent longterm potential for the organization’s fulltime workforce and future leadership. As a step toward understanding what factors facilitate enduring post-internship organizational identification, this thesis seeks to identify individual antecedents that predict this construct. Data was collected from 351 university students who participated in summer internship programs. Stepanalysis revealed a significant, positive relationship between post-internship organizational identification and perceptions of supervisory support, coworker support and career opportunities. A discussion of the findings offers ways that organizations may augment and sustain organizational identification of interns after the conclusion of contractual relations.
