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
University of Texas at Dallas [2005–Present]
University of Texas at Dallas [2000–2005]
Louisiana Tech University [1997–2000]
University of Kentucky [1995–1997]
University of Kentucky [1995–2018]
Grambling State University [1992–1993]
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
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.
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.
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.