Organizational culture and cultural diversity: an explorative study of international skilled migrants in Swedish firms

Abstract

PurposeThis paper empirically explores the types and extent of cultural diversity strategies in Sweden, a developed economy with many migrant workers. The role of organizational culture as the context and the association with diversity strategy and the selection of international skilled migrant workers are examined.Design/methodology/approachEmpirical data are collected by surveying 249 Swedish large or medium-sized firms. Cluster analysis is used to explore the configuration of organizational culture, cultural diversity strategy (CDS) and selection and development criteria.FindingsThe authors identify five clusters of organizations. Organizational culture is the main contextual factor that influences the CDS and human resource (HR) approaches for selecting skilled migrant workers. The profile of the clusters including organizational culture, diversity strategies, the selection criteria and firm demographics is presented. The empirical results indicate that organizational culture and demographics are associated with the choice of diversity strategy and, consequently, HR processes.Originality/valueThis study's main focus is on international skilled migrants, which is among empirically less-studied areas in global mobility literature. Furthermore, until now more attention has been directed toward studying the consequences of diversity than toward understanding the factors that influence choice of diversity strategies and practices. This study focuses on antecedents of diversity and attempts to understand the factors that influence adoption and implementation of different cultural diversity strategies.

Correlates and Clusters of Factors Influencing Perceived Organizational Performance of Pharmaceutical Managers in Nigeria: A Cross-Sectional Study

“…The managerial role is the principal contextual factor for conducting the Two-step cluster analysis for constructs such as Policy Engagement (PE), Communication Engagement (CE), Task Environment (TE), Reward System (RS), Perceived Self-Efficacy (SE), and Perceived Organizational Performance (OP). [Crum et al, 2020: Farashah & Blomquist, 2021 This study is novel because it is the first study to explore the outcome of using clustering methods to evaluate perceived task-related factors influencing managerial performance in the pharmaceutical industry, in Nigeria.…”

“…Two-step cluster analysis in IBM Statistical Package for Social Sciences was adopted as an exploratory method to categorize or classify dataset set into clusters or groups based on similarity of characteristics shared by the sample [Crum et al, 2020;Farashah & Blomquist, 2021: Leonard & Droege, 2008: Rodriguez et al, 2019. In this study, the managerial role was used as the main grouping variable in the classification process; and each managerial role is computed using SPSS Two-step cluster to create clusters.…”

“…Then, the mean score of each standardized construct in assigned cluster/s is compared to the baseline median value of the construct and rated as either low or high. Subsequently, the Kruskal-Wallis test was used to evaluate differences in cluster groups [Farashah & Blomquist, 2021: Kent et al, 2014.…”

Managing Diversity Through Leadership and Emotional Intelligence in the Banking Sector of Pakistan: A Moderating Role of Organizational Culture

“…Leadership competencies associated with workplace diversity encourage skilled competencies in the employees, which is likely ordained with organizational culture. In this regard, Farashah and Blomqusit (2021) studied the cultural strategies and their relative effectiveness in Sweden, a well-developed country, through which the diversified strategies are contemptuous. The study relatively revealed that the emphasis of the organizational culture ordains the influence over diversified workplace strategies.…”

Transmission of Cultural Capital in the Context of Educational Migration

“…Культура является основным контекстуальным фактором, который оказывает влияние на выбор стратегии при культурном разнообразии и подходе при отборе человеческих ресурсов (человеческого капитала) среди высококвалифицированных мигрантов. Однако можно согласиться с А. Фарашах и Т. Бломквистом [9], что данный вид миграции наименее изучен, причем основное внимание уделяется последствиям культурного разнообразия, а не факторам, которые оказывают влияние на выбор стратегий.…”