Orlando C. Richard
Earl W. Stafford Endowed Professor
Orlando C. Richard's research addresses an important question, namely, “How do organizational demography and climates that foster knowledge-based synergies within their human capital pool affect bottom line performance outcomes?” The findings from his research spanning four decades has moved the field forward in understanding the complexities in how employee differences collectively impact organizational performance. He has published articles in the business management field as well as in other social sciences (e.g., social psychology, marketing, and business communications). Furthermore, as a “hybrid scholar,” he has been successful in publishing in the general management flagship journal (i.e., Academy of Management Journal) as well as both more macro (e.g., Strategic Management Journal) and more micro journals (e.g., Journal of Applied Psychology). Evidence of the impact of his research is apparent from the high number of citations (13,000 + per Google Scholar) and his presence on the Stanford Elsevier top 2% scientist list.
Education
Academic Appointments
Research Interests
Teaching Interests
- Organizational behavior
- Human resource management
- Compensation
- Principles of management
- Professional development
- Organizational behavior
- Human resource management
- Organizational behavior
- Human resource management
- Research methods
Awards
Selected Publications
Byun, S. Y., Yücel, I., Richard, Orlando C., & Triana, M. D. C. (2026). The Role of Status Incongruence in Employee Responses to Participative Leadership. Human Resource Management. 65(2), March/April 2026, 511-529. https://doi.org/10.1002/hrm.70035
Richard, Orlando C., Gu, P., Avery, D. R., Triana, M. D. C., Stewart, M., & McKay, P. F. (2026). Is There a Sweet Spot for Gender Diversity Effects on Financial Performance in Organizations? An S‐Curve Model Explanation. Journal of Organizational Behavior, 47(1), 81-99. https://doi.org/10.1002/job.70043
Makapela, L., Triana, M.d.C., Simmons, A., & Richard, Orlando C. (2025). Hair and its Ramifications (HAIR): A model describing how hair bias shapes Black women’s work experiences when wearing natural hair. Journal of Applied Psychology. https://doi.org/10.1037/apl0001321
Richard, Orlando C., Yang, J., & *Triana, M.d.C. (2025). The impact of abusive supervision on subordinate job satisfaction: The moderating role of subordinate negative affectivity. Journal of Business Research. https://doi.org/10.1016/j.jbusres.2025.115838
Wu, J., Richard, Orlando C., Triana, M.d.C., & Yu, L. (2025). The impact of CEO successions involving a change of gender on strategic change: the moderating role of environmental factors. Journal of Management Studies, 62(1), 173-213. https://doi.org/10.1111/joms.13042
Blount, I., del Carmen Triana, M., Richard, Orlando C., & Li, M. (2023). How women CEOs’ financial knowledge and firm homophily affect venture performance. Journal of Business Research, 155, 113459. https://doi.org/10.1016/j.jbusres.2022.113459
Richard, Orlando C., Stewart, M.D.C., & Triana, M. (2022). Store leader gender and store sales performance: When and why do women and men underperform? Human Resource Management, 61(6), 623-641. https://doi.org/10.1002/hrm.22108
Konrad, A., Richard, Orlando C., & Yang, Y. (2021). Both diversity and meritocracy: Managing the diversity-meritocracy paradox with organizational ambidexterity. Journal of Management Studies, vol 58(8): 2180-2206. http://doi.org/10.1111/joms.12752
Richard, Orlando C., Triana, M., & Li, M. (2021). The effects of racial diversity congruence between upper management and lower management on firm productivity. Academy of Management Journal, 64(9): 1355-1382. https://doi.org/10.5465/amj.2019.0468.