This bachelor’s thesis explores how effective communication in mentoring can enhance interns‘ sense of belonging to an organization. The problem addressed in this study is the challenge companies face in retaining young talent, particularly in the context of the current global skills shortage. The research aims to identify how mentoring, as a personnel development tool, can foster a sense of belonging among interns, which is crucial for improving motivation, performance, and retention. The central research question is: „How should communication in mentoring be structured to be effective and enhance interns‘ sense of belonging to the organization?“
To answer this question, the study formulates several hypotheses, examining factors such as the impact of gender, mentor selection processes, levels of competency and motivation, and the role of communication in fostering belonging. The research employs a quantitative methodology, using standardized data collection and statistical analysis methods, including the Mann-Whitney U Test, Kruskal-Wallis Test, Spearman Correlation, and Regression Analysis.
The results indicate significant differences in the sense of belonging among interns based on various factors, including competency and motivation levels, and reveal that certain aspects of effective communication, such as social engagement and professional skill, strongly predict a higher sense of belonging. The study concludes that carefully structured communication within mentoring relationships can significantly enhance interns‘ organizational belonging, providing both theoretical and practical insights.
In the discussion, the implications of these findings are explored, and it is recommended that organizations adopt specific communication strategies in their mentoring programs to better meet the needs of their interns and retain young talent. The study also reflects on the limitations of the methodology and suggests directions for future research in this field.