Effect of Acculturation Strategies and Cultural Diversity on Human Resource Management

Today, with change in environment and emerge of multiple resources, organizations and countries have become increasingly multicultural. Considering to cognitive dissonance theory, key outcomes are proposed relating to the acculturation strategy of newcomers. The typology is applied here suggests that cultural identity salience (CIS) is able describe different levels of psychological well-being for persons who assimilate or separate. Persons who integrate or marginalize will experience stable levels of psychological well-being regardless to CIS. Moreover, persons who integrate, rather than assimilate, separate, or marginalize, will attain the most favorable job search and develop the most various ranges of contacts and engage ability outcomes. According this issue, we will be able to design HRM practices to encourage integration through developing an environment that embraces diversity. We debate theoretical and practical aspects and suggest directions for future research. The study was in Tehran municipality and a sample size of 386 people was equal. In order to analyze data from a sample T-test was used and to assess the current situation and the desired Friedman test was used. According to analysis conducted found that the acculturation strategies of incorporation, a significant effect on people's cultural identity.