Leadership in Diversity Organizations, and Immigrants' Organizational Commitment and Subjective General Health

Abstract

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.