How does the acculturation strategy of a refugee and the diversity of the workplace fit together to influence job outcomes?

For the past decade refugees have been migrating to Europe, in hopes of seeking a better life. Many of them often struggle while integrating to new European countries because of their different backgrounds. After leaving behind everything that was familiar to them, it is not always easy to integrate to a new culture and country. Learning a new language, new cultural customs and especially having to find work can be difficult. This study focuses on analyzing how the relationship of the acculturation of the refugee and the diversity climate of the organization fit together to influence the job outcomes of the refugee. There have been many previous studies concerning acculturation and job satisfaction as well as diversity climate and job satisfaction. Many studies reveal which acculturation is the most preferred and how diversity climates are open to people from different ethical backgrounds. However, there have been no studies concerning how both acculturation and diversity climate of the organization interact together. The sample of the study focuses on 240 refugees from the Middle East, more specifically from Arabic speaking countries who are current residents of The Netherlands, Belgium, Sweden and Germany who have been or currently are employed in Europe.. The majority of the previous research has been focusing on refugees in the United States of America and on people of color, however few have discussed Arabic speaking refugees in Europe. The aim of this study is to fill the gap in academic literature concerning both acculturation and diversity climates. The study was conducted by a simple regression analysis to test the relationship between acculturation and job outcomes, followed by a moderation analysis to test the interaction between acculturation and diversity climate, as well as, the diversity perspective and if they together influence job outcomes.