Leadership in Diversity Organizations, and Immigrants' Organizational Commitment and Subjective General Health
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The purpose of this paper is to examine leadership styles in managing cultural diversity from the LIDO-model at workplaces in Norway, and investigate the relationships between perceived leadership styles with immigrants’ organizational commitment and subjective general health through online survey. The leadership styles from the LIDO-model are diversity leadership, assimilation leadership, separation leadership, and laissez-faire leadership. The relationships were measured by the Diversity Management Questionnaire, the Organizational Commitment Questionnaire, and the 12-item version of General Health Questionnaire. The sample consisted of 260 participants with both native and immigrant backgrounds from Eastern Europe and South-East Asia. Data were analyzed through Pearson correlation and hierarchical regression analyses. The results indicated significant associations between assimilation/separation leadership and continuance commitment (p < .05), and significant association between diversity leadership and subjective general health (p < .05). Although these results have provided a better understanding of the relationships between perceived leadership styles, and immigrants’ organizational commitment and subjective general health at workplaces in Norway, more research is needed to conclude on these relationships.
PublisherThe University of Bergen
SubjectLeadershipdiversitydiversity leadershipimmigrantorganizational commitmentsubjective general health
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