Orlando Richard

Associate Professor - Management
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


Richard, Orlando C., Joshi, Aparna, & Roh, Hyuntak 2010. Do managerial diversity practices pay off? Investigating fit with the organizational context. Western Academy of Management. Kona, Hawaii. 2009 - Publication
Zoogah, David, Vora, Davina, Richard, Orlando C. 2009. Strategic alliance team diversity, coordination and effectiveness. Academy of International Business. San Diego, California. 2009 - Publication
The Impact of Entrepreneurial Orientation on Firm Performance: The Role of CEO Position Tenure and Industry Tenure. With K. Chadwick, and P. Wu. International Journal of Human Resource Management. Forthcoming. 2009 - Publication
The Impact of Racial Diversity on Intermediate and Long Term Performance: The Moderating Role of Environmental Context. With K. Ismail, and B.P.S. Murthi. Strategic Management Journal. 28 (2007): 1213-1233. 2007 - Publication
Group Diversity and Decision Quality. With Richard Harrison. Proceedings of the Conference on Decision Quality. Aspen, Colorado: 2006. 2006 - Publication
Exploring the Performance Effects of Visible Attribute Diversity: The Moderating Role of Span of Control and Organizational Life Cycle. With D. Ford, and K. Ismail. International Journal of Human Resource Management. 17.12 (2006): 2091-21. 2006 - Publication
Cultural Diversity in Human Capital, Performance, and the Contingent Role of Formalized HRM Structures. With Amy McMillian-Capehart. Academy of Management Meetings. Honolulu, Hawaii: August 6-11, 2005. 2005 - Publication
Organizational Justice and Perceived Fairness of Hiring Decisions Related to Race and Gender: Affirmative Action Reactions. With A. McMillan-Capehart. Equal Opportunities International. 24.1 (2005): 44-57. 2005 - Publication
Diversity in Management and Performance: Alternative Rationales and Explanations. Conference on Diversity by Organizational Behavior Division of Academy of Management and Syracuse University. Syracuse, New York: 2005. 2005 - Publication
Cultural Diversity in Management, Firm Performance, and the Moderating Role of Entrepreneurial Orientation Dimensions. With T. Barnett, K. Chadwick, and S. Dwyer. Academy of Management Journal. 47.2 (2004): 255-266. 2004 - Publication


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]
University of Kentucky [1995–2018]
Teaching/Research Assistant
Grambling State University [1992–1993]

Additional Information

Classes Taught
  • Research Methods (Doctoral) 
  • Human Resource Management (UG and MBA) 
  • Organizational Behavior (UG and MBA and Doctoral) 
  • Compensation (UG) 
  • Principles of Management (UG) 
  • Professional Guidance (UG)
Research Proposals Funded
  • Best Paper in Gender and Diversity Division, 2004 ($500) 
  • MIT Sloan Foundation Grant to Diversity Research Network (Wrote Grant), 1999 ($297,643)
  • Best Paper Based on a Dissertation Award, Gender and Diversity Division, 1998 ($150) 
  • Louisiana Tech University Summer Research Grant, 1998 ($850)
  • Alfred P. Sloan Foundation Post-Doctoral Grant, 1997 ($6,500)
  • GE Faculty to the Future Grant, 1997 ($5,500)
  • Harvey Wilson/SHRM Foundation Doctoral Dissertation Research Grant, 1996 ($2,500)
  • Carol Martin Gatton College of Business Research Grant, 1996 ($800)
  • Lyman T. Johnson Academic Fellow, 1994-1997 ($18,000)
  • Croatian Distinguished Research Fellow, Summer 1995 ($2,000)
Dissertation committees
  • Dissertation Committee Chair, 2010: Hao Chen 
  • Dissertation Committee Member, 2005: Kiran Ismail 
  • Dissertation Committee Member, 2005: Mine Ozer 
  • Dissertation Committee Member, 2005: Ekin Alakent 
  • Dissertation Committee Member, 2004: Nancy Kucinski 
  • Dissertation Committee Member, 2003: Kwadwo Brobbey 
  • Dissertation Co-Advisor, completed 2003: Amy McMillan 
  • Dissertation Committee Member, 2003: M. Alix Valenti 
  • Dissertation Committee Member, 2000: Tami Knotts 
  • Dissertation Co-Advisor, 2000: Jeffrey Snell
Other Service 
  • Judicial Affairs Officer, May 2010 to present 
  • Faculty Senate, June 2010 to present 
  • Management Faculty of Color Conference Co-Chair, University of Texas at Dallas, June 2009 
  • Faculty Mentoring Committee: 2009 to current 
  • External reviewer for Dr. Rob DelCampo ’s tenure at Univ. of New Mexico, November 2009 
  • External reviewer for Dr. Alison Cook’s tenure at Utah State University, October 2009 
  • Chair of Examining Committee for Augustine Ejike Ene’s Dissertation at UTD: October 2009 
  • Panel: Multicultural & Social Justice Living Learning Communities, faculty panel: Sept 2009 
  • Board Member--- Academy of Management Review: 2005 to 2008 
  • Outside Reviewer for Charles F. Williams’ Dissertation at UTD: June 2007 
  • Faculty Advisor of Minority Doctoral Student Association: 2005 to 2007 
  • Diversity Coordinator and Recruiter for School of Management: 2000 to current 
  • Ph.D. in International Management Program Coordinator: 2001 to 2005 
  • Search Committee Member for Director of External Relations: 1998 
  • Faculty Advisor: Society for Human Resource Management, 1998 
  • Faculty Search Committee: 1998, 1999, 2001, 2002, 2005 
  • Speaker for Career Day at Dallas Student Detention Center, 2003 

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.