Orlando Richard

Associate Professor - Management
orlando.richard@utdallas.edu
972-883-4073
SOM4413
Tags: Organizations, Strategy and International Management

Professional Preparation

Ph.D. - Business Administration
University of Kentucky - 1997
MBA - Business Administration
Grambling State University - 1993
B.S. - Business Administration
Louisiana Tech University - 1991

Publications

Does Race Matter for Firm Performance? Investigating Non-Linear Relationships. With With K. Ismail, and B.P.S. Murthi. Strategic Management Journal. Forthcoming. forthcoming - Publication
Ismail, K., Richard, Orlando C., & Taylor, E. (forthcoming). Key determinants and outcomesrelated to relationship conflict in supervisor-subordinate dyads: A subordinate perspective. International Journal of Conflict Management. forthcoming - Publication
Zoogah, D., Vora, D., Richard, Orlando C. & Peng, M. (2011). Strategic alliance team diversity, coordination and effectiveness. International Journal of Human Resource Management, 22 (3): 510-529. 2011 - Publication
Ismail, K., Richard, Orlando C., & Taylor, E. (forthcoming). Key determinants and outcomes related to relationship conflict in supervisor-subordinate dyads: A subordinate perspective. International Journal of Conflict Management. 2011 - Publication
Goce, A., Richard, Orlando C., Ferrier, W., & Shaw. J. 2010. Racial diversity, competitive aggressiveness and firm performance: A moderated mediation model. Academy of Management Best Paper Proceedings. Montreal, Canada 2010 - Publication
Ismail, K., Ford, D., & Richard, Orlando C. (2010). Networking building behaviour of U.S. and Central Eurasian Leaders: Role of institutional background and individual factors. Eurasian Journal of Business and Economics, 3(6): 1-26. 2010 - Publication
Goce, A., Richard, Orlando C., Ferrier, W., & Shaw. J. 2010. Racial diversity, competitive aggressiveness and firm performance: A moderated mediation model. Academy of Management Best Paper Proceedings. Montreal, Canada 2010 - Publication
Ismail, K., Richard, Orlando C., & Taylor, Edward. 2009. Key determinants and outcomes associated with relationship conflict in supervisor-subordinate dyads: A subordinate perspective. Southern Academy of Management. Asheville, North Carolina. 2009 - Publication
Richard, Orlando C., Ismail, Kiran, Bhuian, Shahid, & Taylor, Edward 2009. Mentoring in supervisor-subordinate dyads: antecedents, consequences, and test of a mediation model of mentorship. Journal of Business Research, 62(11): 818-825. 2009 - Publication
Richard, Orlando C., McMillan-Capehart, Amy, Bhuian, Shahid, Taylor, Edward 2009. Antecedents and consequences of psychological contracts: Does organizational culture really matter? Journal of Business Research, 62(8): 818-825. 2009 - Publication

Appointments

Associate Professor
University of Texas at Dallas [2005–Present]
Assistant Professor
University of Texas at Dallas [2000–2005]
Assistant Professor
Louisiana Tech University [1997–2000]
Teaching Assistant
University of Kentucky [1995–1997]
Instructor
University of Kentucky [1995–2018]
Teaching/Research Assistant
Grambling State University [1992–1993]

Additional Information

Professional Affiliations
  • Management Faculty of Color Association: 2000 to current 
  • Academy of Management: HR Division, and Gender and Diversity Division: 1996 to current 
  • Academy of International Business: 2002 to 2007 

News Articles

Study Sheds Light on Factors Affecting Employees' Commitment
As it becomes increasingly common for older workers to report to younger supervisors, a new study from the Naveen Jindal School of Management at UT Dallas examined how disparities in experience and education influence subordinates’ commitment to their organizations.

Dr. Orlando Richard, associate professor of organizations, strategy and international management, found that status incongruence — which occurs when a subordinate is older or has more education, work experience and/or organizational tenure than their supervisor — negatively affected transformational leaders’ ability to foster attachment to the organization among their subordinates. The study was published in the journal Personnel Psychology.
Jindal School Team Furthers Cuba Connection with Conference Trip
As Cuba makes initial steps toward a free market in the wake of recent political reforms, could a nascent profit-driven economy that is emerging have anything to teach the United States?

UT Dallas faculty stopped by Cuba recently to find out.
Diversity at the Top May Boost the Bottom Line
Racial diversity at a corporation’s top ranks may be good for business, according to new research conducted by a School of Management professor.

Results from Dr. Orlando Richard’s study suggest that racial diversity at the top may enhance a company’s performance because such companies initiate more aggressive sales and marketing strategies.

Richard is a professor of organizations, strategy and international management at UT Dallas. He and co-authors Goce Andrevski of Queens University, Walter Ferrier of the University of Kentucky and Jason Shaw of the University of Minnesota surveyed the competitive actions of 115 Fortune 1,000 companies during a three-year period for their study.
Management Study Examines How Abusive Supervision Affects Workers
Abusive supervision in the workplace produces dysfunctional consequences for subordinates, triggering intentions to quit and displaced aggression toward others at work, according to a study from the Naveen Jindal School of Management at The University of Texas at Dallas.
Abusive supervision is a problem that prevails over multiple organizations, regardless of location or industry, said O. Dorian Boncoeur, a doctoral student in international management studies and co-author of the paper. Existing literature has shown how it affects employees’ performance and commitment, but how employees respond to and cope with abusive supervision is less understood.