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Establishing a job-crafting and intrapreneurial link : towards new approaches to innovative work

- Dhanpat, Nelesh, Schachtebeck, Chris

  • Authors: Dhanpat, Nelesh , Schachtebeck, Chris
  • Date: 2021
  • Subjects: Job crafting , Entrepreneurship , Intrapreneurship
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/481639 , uj:43648 , Citation: Dhanpat, N. & Schachtebeck C., 2021, ‘Establishing a job-crafting and intrapreneurial link: Towards new approaches to innovative work’, Acta Commercii 21(1), a934. https://doi.org/10.4102/ ac.v21i1.934
  • Description: Abstract: Orientation: This research study focuses on establishing a link between job crafting and landmark studies on intrapreneurship. Research purpose: The purpose of this study was to provide a theoretical overview of intrapreneurship, intrapreneurial orientation and job crafting, and to explore theoretical linkages between these areas of enquiry. Motivation for the study: There is currently a dearth of research studies that explore the link between job crafting and intrapreneurial behaviours in existing organisations in the form of intrapreneurial orientation. Research design, approach and method: The study is presented as a conceptual paper in the form of a qualitative, theoretical study, employing a model-building approach. A deductive research approach is followed, and a narrative review methodology is employed. Main findings: The findings of this study from a literature search acknowledge the contributions of job crafting and intrapreneurial research within the management sciences, and we remain cognisant of the organisational implications of each, which have, to date, focused on the organisation, rather than the individual. With this in mind, we suggest that job crafting and intrapreneurial behaviours are empirically researched to validate the recommendations made. Practical/managerial implications: This study will help to establish the type of job-crafting interventions and job-crafting strategies needed to promote intrapreneurial behaviours in practice. Contribution/value-add: This study provides noteworthy insights, which include the suggestion that employees with a forward-looking disposition will engage in job crafting, with a focus on intrapreneurial behaviour. Furthermore, the study fills a void left in the current body of knowledge.
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Relationship between manager credibility, strategic alignment and employee motivation

- Lees, Daisy, Dhanpat, Nelesh

  • Authors: Lees, Daisy , Dhanpat, Nelesh
  • Date: 2021
  • Subjects: Motivation , Credibility , Strategic fit
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/481338 , uj:43611 , Citation: Lees, D. & Dhanpat, N. 2021. Relationship between manager credibility, strategic alignment and employee motivation.
  • Description: Abstract: Orientation: In today’s volatile and dynamic business environment, organisations need to continuously seek opportunities to increase their competitiveness through the human capital they employ. A sound understanding of factors that influence manager credibility, strategic alignment and employee motivation could enable organisations to proactively implement interventions that improve their competitive stance. Research purpose: This study sought to examine the relationship between manager credibility, strategic alignment and motivation. The role of strategic alignment as a mediator between manager credibility and motivation was also explored. Motivation for the study: Organisations need to have employees that are motivated and have a strategic fit. Managers play a significant role in fostering such. More so, it is essential to highlight the vital role that managers play in strategic alignment and employee motivation. Research approach/design and method: A quantitative and cross-sectional research design was used. Non-probability sampling was employed, and data were collected by using established questionnaires from a sample of N = 3112. Participants of the study are employed within various industries based in South Africa, Southern Africa and the United States of America. The data were analysed by using descriptive and inferential statistics...
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Self-management strategies of graduate employees to enhance work engagement

- Dhanpat, Nelesh, Danguru, Dorothy L., Fetile, Oyisa, Kekana, Kholeka, Mathetha, Kholosa N., Nhlabathi, Sphiwe F., Ruiters, Elmain

  • Authors: Dhanpat, Nelesh , Danguru, Dorothy L. , Fetile, Oyisa , Kekana, Kholeka , Mathetha, Kholosa N. , Nhlabathi, Sphiwe F. , Ruiters, Elmain
  • Date: 2021
  • Subjects: Self-management , Work engagement , Graduates
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/481346 , uj:43612 , Citation: Dhanpat, N. et al. 2021. Self-management strategies of graduate employees to enhance work engagement.
  • Description: Abstract: ORIENTATION: The hiring of graduates is valuable to organisations. It is necessary to understand the self-management behaviours they display and the behaviours required to keep them engaged RESEARCH PURPOSE: The purpose of this study was to explore how self-management strategies enhance work engagement of recent graduates who find themselves in a new environment of the world of work MOTIVATION FOR THE STUDY: Employee engagement is of both academic and practitioner interest. With organisations hiring graduates, it is valuable to understand the self-management behaviours needed to remain engaged. RESEARCH APPROACH/DESIGN AND METHOD: A qualitative research approach was employed through an interpretivist research paradigm. A purposive sample of 12 graduate employees (median age = 24) in various fields of work were interviewed (women = 11, men = 1; black = 11, coloured = 1). The graduates participated in semi-structured interviews. A thematic analysis was conducted and five themes emerged. MAIN FINDINGS: Through an inductive approach, the five themes that emerged concerning self-management strategies used by graduates to enhance their work engagement are goal setting, self-cueing, self-observation, self-reward and self-punishment and work engagement practices PRACTICAL/MANAGERIAL IMPLICATIONS: Self-management strategies help to sustain an engaged workforce. Organisations that make use of graduate recruitment will largely benefit from the findings. CONTRIBUTION/VALUE-ADD: There is limited research on the topic pertaining to graduate employees. Graduates remain relevant in the organisation, and hence, the study makes a contribution to theory and practice. A model is presented with recommendations for graduates and the organisation, which, when implemented, have the potential to enhance work engagement.
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Job demands, job resources, and work engagement among South African nurses

- Patience, Mercia Gerida, De Braine, Roslyn, Dhanpat, Nelesh

  • Authors: Patience, Mercia Gerida , De Braine, Roslyn , Dhanpat, Nelesh
  • Date: 2020
  • Subjects: Job demands , Job resources , Nurses
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/455174 , uj:40277 , Citation: Mercia Gerida Patience , Roslyn De Braine & Nelesh Dhanpat (2020) Job demands, job resources, and work engagement among South African nurses, Journal of Psychology in Africa, 30:5, 408-416, DOI: 10.1080/14330237.2020.1821315
  • Description: Abstract: The study investigated whether job demands and job resources predict work engagement of public and private sector nurses. The sample comprised of 420 South African nurses, (females = 88.8%, employed in the private sector = 61.8%; mean age 38 years, SD = 9.50 years). They self-reported on surveys of job demands (emotional demands, role ambiguity, and workplace violence), job resources (meaningful work, autonomy, career advancement opportunities, and leader–member exchange), and work engagement. Multiple regression analysis revealed that job resources (meaningful work, leader–member exchange, and career advancement) predicted work engagement of nurses in private hospitals; job demands (emotional demands) and job resources (meaningful work and career advancement) predicted work engagement among nurses in public hospitals. Meaningful work as a job resource accounted for the most variance in the work engagement of both the public and private nurses. Emotional demands was the only demand that accounted for variance in the public sector nurses work engagement. Career advancement also accounted for variance in both sets of nurses work engagement. Role ambiguity, workplace violence and autonomy showed no prediction of work engagement. Leader member exchange only accounted for variance in the work engagement of the private sector nurses. Meaningful work is a job resource that can be leveraged to enhance and increase work engagement levels of both public and private sector nurses.
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Corporate entrepreneurship : it’s a matter of engagement

- Dhanpat, Nelesh, Schachtebeck, Chris

  • Authors: Dhanpat, Nelesh , Schachtebeck, Chris
  • Date: 2019
  • Subjects: Corporate entrepreneurship , Work engagement , Entrepreneurship
  • Language: English
  • Type: Conference proceedings
  • Identifier: http://hdl.handle.net/10210/404294 , uj:33899 , Citation: Dhanpat, N. & Schachtebeck, C. 2019. Corporate entrepreneurship : it’s a matter of engagement.
  • Description: Abstract: Organisations of varying sizes often implement changes at the strategic, operational and employee level to foster a culture of entrepreneurship. These entrepreneurial actions within existing organisations are referred to as corporate entrepreneurship (CE). CE is regarded as multi- dimensional in nature, influenced by environmental, managerial and organisational factors and often results in a multitude of outcomes such as enhanced internal and market performance. Whilst CE is seen as a firm-level initiative, it is employees who implement and practice such initiatives. An employee’s proactive nature towards their work is essential and hence, work engagement is vital in achieving business outcomes. However, to date, there is limited research on the linkages between corporate entrepreneurship and work engagement. This study is qualitative in nature and presents a conceptual paper. A deductive approach is employed by combining prominent literature on CE and work engagement as described in seminal works, thereby proposing a novel conceptual framework linking work engagement, CE and business outcomes. The study provides insights into a framework which, when tested empirically, has the potential to enhance and achieve business outcomes. The framework therefore holds significant potential to improve employee engagement in business, particularly within the ambit of the fourth industrial revolution.
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Exploring retention factors and job security of nurses in Gauteng public hospitals in South Africa

- Dhanpat, Nelesh, Manakana, Tlou, Mbacaza, Jessica, Mokone, Dineo, Mtongana, Busisiwe

Job crafting in Higher Education : a longitudinal study

- Dhanpat, Nelesh

  • Authors: Dhanpat, Nelesh
  • Date: 2019
  • Language: English
  • Type: Doctoral (Thesis)
  • Identifier: http://hdl.handle.net/10210/451260 , uj:39755
  • Description: Abstract: Organisational scholars have long been concerned about the way in which employees experience their work and the related psychological experiences. The workplace presents various job demands and resources that may alter the way in which employees perform their work. Some employees proactively customise the boundaries of their job, known as job crafting. In this study, Wrzesniewski and Dutton’s (2001) conceptualisation of job crafting was applied against the backdrop of higher education in the South African context. Organisations have become interested in how employees alter their jobs, and the effects thereof on work outcomes such as meaningfulness, work engagement, and work-role performance. Over the last two decades, higher education has witnessed immense changes that led to progress on transformation imperatives, equality, greater access to education, transformation of the curriculum, and an increased student population. These changes may place certain demands on employees, both academic and support staff, within higher education institutions (HEIs). Accordingly, the overarching objective of this study was to establish the effects of weekly task crafting and cognitive crafting on weekly meaningful work and weekly work engagement, and subsequently establish the effects of job demands and job resources on weekly task crafting and cognitive crafting and weekly work-role performance... , Ph.D. (Human Resource Management)
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Job crafting in Higher Education : a longitudinal study

- Dhanpat, Nelesh

  • Authors: Dhanpat, Nelesh
  • Date: 2019
  • Subjects: Organizational change - Psychological aspects , Quality of work life , Employees - Psychology , Work - Psychological aspects , Internet in education
  • Language: English
  • Type: Doctoral (Thesis)
  • Identifier: http://hdl.handle.net/10210/455409 , uj:40306
  • Description: Abstract: Organisational scholars have long been concerned about the way in which employees experience their work and the related psychological experiences. The workplace presents various job demands and resources that may alter the way in which employees perform their work. Some employees proactively customise the boundaries of their job, known as job crafting. In this study, Wrzesniewski and Dutton’s (2001) conceptualisation of job crafting was applied against the backdrop of higher education in the South African context. Organisations have become interested in how employees alter their jobs, and the effects thereof on work outcomes such as meaningfulness, work engagement, and work-role performance. Over the last two decades, higher education has witnessed immense changes that led to progress on transformation imperatives, equality, greater access to education, transformation of the curriculum, and an increased student population. These changes may place certain demands on employees, both academic and support staff, within higher education institutions (HEIs). Accordingly, the overarching objective of this study was to establish the effects of weekly task crafting and cognitive crafting on weekly meaningful work and weekly work engagement, and subsequently establish the effects of job demands and job resources on weeklytask crafting and congnitive crafting and weekly work-role performance. The aim of the present research was achieved through three independent studies. Study 1 (reported in Article 1) focused on the development and validation of the Higher Education Hindrance Demands Scale. A quantitative approach was employed, and a cross sectional design was adopted. Data wasere collected from 184 academics and analysed using exploratory factor analysis. The reliability of the scale was calculated using Cronbach’s alpha coefficient. The result was, as anticipated, a six-factor model consisting of i) Workload, ii) Higher education unrest, iii) Change management, iv) Decolonisation, v) Online teaching and learning, and vi) Psychological safety. The results indicated excellent reliability (ranging between .74 and .90). The study focussed specifically on the hindrance demands that academic staff face... , Ph.D. (Human Resource Management)
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Psychological contract and job security among call centre agents : preliminary evidence

- Dhanpat, Nelesh, Nemarumane, Londi, Ngobeni, Nyiko Precious, Nkabinde, Duduzile, Noko, Sipho

Psychological contract influence on organisational identification among call centre employees

- Mutendi, Definite, De Braine, Roslyn, Dhanpat, Nelesh

  • Authors: Mutendi, Definite , De Braine, Roslyn , Dhanpat, Nelesh
  • Date: 2019
  • Subjects: Psychological contract, Organisational identification, Call centre
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/397775 , uj:33077 , Citation : Mutendi, D. et al. 2019. Psychological contract influence on organisational identification among call centre employees
  • Description: Abstract : The study investigated whether the psychological contract predicts organisational identification in a call centre setting. The participants included 198 employees (females = 66%, permanent employees = 74%, temporary employees = 26%). Participants completed measures on psychological contract and organisational identification. Using a logistic regression analysis, the study revealed that various components of the psychological contract (employer obligations, employee obligations, employer violation and employee violation) had varying degrees of influence on the relationship between the psychological contract and organisational identification. All dimensions of the psychological contract (excluding employer obligations) significantly predicted organisational identification. By paying increased attention to the management of employee and employer beliefs regarding mutual obligations in the employment relationship, psychological contract bonds may be sustained over time, thereby increasing organisational identification.
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The role of job resources in predicting strategic connection in employees

- De Braine, Roslyn, Dhanpat, Nelesh

  • Authors: De Braine, Roslyn , Dhanpat, Nelesh
  • Date: 2019
  • Subjects: Recognition and praise , Strategic connection , Intra-team effectiveness
  • Language: English
  • Type: Conference proceedings
  • Identifier: http://hdl.handle.net/10210/404792 , uj:33963 , Citation: De Braine, R. & Dhanpat, N. 2019. The role of job resources in predicting strategic connection in employees.
  • Description: Abstract: Job resources is a consistent contributor to employee wellbeing aiding employees to contribute to organizations achieving their strategic goals. Job resources are also particularly important in work environments that have an array of challenges that may negatively affect employees. The present study established that the following job resources: recognition and praise, intra-team effectiveness and personal development predict the strategic connection that employees have towards their organizations. This cross–sectional study was conducted in a South African transport organization (n = 616 responses). The results of the study indicated that personal development accounted for the most variance in strategic connection, with intra-team effectiveness accounting for the second most variance and recognition and praise, the least variance. This paper contributes to the body of knowledge on job resources, organizational identification and strategic connection. It further provides guidance to line and HR managers on the role of job resources in enhancing employee strategic connection.
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Exploring employee retention and intention to leave within a call centre

- Dhanpat, Nelesh, Modau, Faith D., Lugisani, Phokela, Mabojane, Rethabile, Phiri, Mbail

Evaluating organizational commitment of call centre agents

- Dhanpat, Nelesh

  • Authors: Dhanpat, Nelesh
  • Date: 2017
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/238707 , uj:24500 , Citation: Dhanpat, N. 2017. Evaluating organizational commitment of call centre agents.
  • Description: Abstract: Call centre operations are a leading industry in South Africa for employment. Call centres are plagued by high levels of employee turnover and are challenged by ensuring employee commitment. The study sets out to evaluate organizational commitment within a call centre. The study is quantitative in nature and follows a cross sectional approach. Data was collected using a convenience sample, which yielded a response rate of 282 respondents. An existing questionnaire was utilized for organizational commitment by Meyer & Allen (1997) and the retention factor scale by Döckel (2006). To ensure internal consistency, the psychometric properties of the questionnaire for validity and reliability were assessed using Factor Analysis and Cronbach’s Coefficient Alpha. Descriptive and Inferential statistics were employed. The findings of the study reflect that retention factors will enhance the commitment of call centre agents, and male employees experienced higher level of commitment.
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i-deal, i-craft, i-perform : a theoretical framework

- Dhanpat, Nelesh

  • Authors: Dhanpat, Nelesh
  • Date: 2017
  • Language: English
  • Type: Conference proceedings
  • Identifier: http://hdl.handle.net/10210/238683 , uj:24498 , Citation: Dhanpat, N. 2016. i-deal, i-craft, i-perform : a theoretical framework.
  • Description: Abstract: Employees are becoming more responsive to the demands placed upon them in the workplace. Employees continuously seek ways to enhance their work performance. Notably, employees may put forward and negotiate certain work arrangements with their employer referred to as idiosyncratic deals. Employees may also alter the way in which they work, referred to as job crafting. The study is qualitative in nature and presents a conceptual paper. The paper presents a research model of idiosyncratic deals, job crafting and work related performance and sets out to identify research propositions that can be tested empirically. The study contributes to the literature of idiosyncratic deals and job crafting, and fills in the gap in the literature of these two variables by linking it to work related performance. Furthermore, the study puts forward propositions, which when tested empirically have the potential to enhance the way in which employees work, craft their work and increase individual performance.
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Validation of the Thomson, Perry and Miller (2007) collaboration instrument in the South African context

- Roberts, Debbie, Van Wyk, René, Dhanpat, Nelesh

  • Authors: Roberts, Debbie , Van Wyk, René , Dhanpat, Nelesh
  • Date: 2017
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/226375 , uj:22887 , ISSN: 2071-078X (Online) , ISSN: 1683-7584 (Print) , Citation: Roberts, D., Van Wyk, R. & Dhanpat, N. 2017. Validation of the Thomson, Perry and Miller (2007) Collaboration Instrument in the South African context. SA Journal of Human Resource Management, 15(0):1-11. DOI: https://doi.org/10.4102/sajhrm.v15i0.793.
  • Description: Abstract: Collaboration is deemed important in today’s connected and complex business environment. People’s ability to collaborate with each other in organisations is becoming a business imperative. This study focuses on a valid measurement of collaboration within organisations. Research purpose: Thomson, Perry and Miller (2007) developed a collaboration measurement instrument in the United States. The aim of this study was to validate this instrument for a South African context. Motivation for the study: South African organisations face unique challenges that require optimal use of resources to improve business results. Effective collaboration is considered a powerful strategy to achieve this. Measuring the extent of collaboration can help to identify required changes in business practices. As far as could be established, there is no evidence of collaboration instruments developed and validated in South Africa. Research design, approach and method: Additional items were designed for further development of the Thomson, Perry and Miller (2007) Collaboration Instrument sub-scales, as suggested by the authors. The revised questionnaire consisting of 31 (17 existing, 14 new) items was distributed electronically to 4200 employees in two organisations, with 343 valid responses received. Reliability and construct validity were tested, as was convergent validity of the norms factor with the Trust in Teams Scale. Main findings: The results of the study support a four-factor, 29-item model of collaboration when applied to a South African sample. Cronbach’s alpha ranged between 0.85 and 0.95. Confirmatory Factor Analysis fits were at an acceptable level. Convergent validity showed a moderate fit with the data. Practical/managerial implications: South African managers and human resources practitioners can utilise results to foster a collaborative environment. Contribution/value-add: This study builds on the theoretical concept of collaboration as defined by Thomson, Perry and Miller (2007).
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