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


Group Diversity Dynamics and Decision Quality. With Richard Harrison. Proceedings of the International Institute for Advanced Studies Hi Systems Research and Cybernetic. Badum-Badum, Germany: 2004. 2004 - Publication
What Makes Human Resource Management Matter? High Performance Work Practices or Human Resource Management System Effectiveness. With N. Johnson. Journal of Business Strategies. 21.2 (2004): 133-148. 2004 - Publication
High Performance Work Practices and Human Resource Management System Effectiveness: Substitutes or Complements? With N. Johnson. Journal of Business Strategies. 21.2 (2004): 133-148. 2004 - Publication
Does Race Matter within a Multicultural Context: Alternative Modes of Theorizing and Theory Testing. With B.P.S. Murthi. Academy of Management Best Paper Proceedings. New Orleans, Louisiana: August 4-9, 2004. 2004 - Publication
Employing an Innovation Strategy in Racial Diverse Workforces: Effects on Firm Performance. With K. Chadwick, S. Dwyer, and A. McMillan. Group and Organization Management. 28.1 (2003): 107-126. 2003 - Publication
Gender Diversity in Management and Firm Performance: The Influence of Growth Orientation and Organizational Culture. With K. Chadwick, and S. Dwyer. Journal of Business Research. 56.12 (2003): 1009-1019. 2003 - Publication
Cultural Diversity in Management, Firm Performance, and the Moderating Role of Entrepreneurial Orientation Dimensions. With Timothy Barnett and Kenneth Chadwick. Academy of Management Meetings. Seattle, Washington: August 5-10, 2003. 2003 - Publication
Could Communication form Impact Organizations' Experience with Diversity? With D. Grimes. Journal of Business Communication. 40.1 (2003): 7-27. 2003 - Publication
Procedural Voice and Distributive Justice: Their Influence on Mentoring Career Help and Outcomes. With T. Barnett, M. Nesbit, and E. Taylor. Journal of Business Research. 55.9 (2002): 725-735. 2002 - Publication
The Impact of Visible Diversity on Organizational Effectiveness: Disclosing the Contents in Pandora's Black Box. With T. Kochan, and A. McMillan. Journal of Business and Management. 8.3 (2002): 265-291. 2002 - 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.