Frank Mullins

  • Fred ’78 and Sue Newton Endowed Professor of Human Resource Management and Associate Professor
  • Management
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Dr. Frank I. Mullins is the Fred ’78 and Sue Newton Endowed Professor of Human Resource Management and Associate Professor of Management in the College of Business, University of Rhode Island. Prior to joining URI in 2023, he held academic appointments at University of Alabama in Huntsville, North Carolina A&T State University, Rutgers University, and the University of North Carolina system. He earned his Ph.D. in Business Administration and MBA from Syracuse University and bachelor’s degree in Management from Oakwood University. During his PhD studies, he was an Exchange Scholar at Cornell University in the School of Industrial and Labor Relations, and an Elon Pre-Doctoral Fellow at Elon University. He is a Society for Human Resource Management Senior Certified Professional (SHRM-SCP®). Prior to his academic career, Dr. Mullins worked in human resources for the IBM Corporation in the areas of compensation, staffing, employee relations, training & development, and diversity.

Dr. Mullins’ research agenda focuses on the impact of corporate governance (i.e., boards of directors, family governance, & large shareholders) on human resource management. His research is published in respected academic journals including Human Resource Management and International Journal of Entrepreneurial Behavior & Research, among others. He is currently serving on the Diversity and Inclusion committee for the Labor and Employment Relations Association, and has served as a Guest Editor for a special issue on employee stock ownership at Human Resource Management, a leading HRM journal, and was a past Chair of the Caucus Committee for the Academy of Management.


Ph.D., Business Administration, Syracuse University (2011)
M.B.A., Syracuse University (2001)
B.S., Business Management, Oakwood University (1997)

Selected Publications

Mullins, F. (2023). Beyond the short-term: The effects of broad-based employee ownership on labor productivity in family and nonfamily firms. International Journal of Entrepreneurial Behavior & Research, 29(1): 195-217.

Hernández-Linares, R., López-Fernández, M., Memili, E., Mullins, F., & Patel, P. (2023). High performance work practices, socioemotional wealth preservation, and family firm labor productivity. BRQ Business Research Quarterly, 26(3): 237-255.

Mullins, F., Weltmann, D., Kruse, D., & Blasi, J. (2019). Broad-based employee stock ownership: What makes it effective in the management of human resources? Human Resource Management, 58(6): 567-570.

Mullins, F. (2018) HR on board! The implications of human resource expertise on boards of directors for diversity management. Human Resource Management, 57(5): 1127-1144.

Mullins, F. (2018) A piece of the pie? The effects of familial control enhancements on the use of broad-based employee ownership programs in family firms. Human Resource Management, 57(5): 979-992.

Mullins, F., & Holmes, J. (2018) Balancing board? The effects of board independence and capital on firms offering work-family benefits. Human Resource Management, 57(2): 457-469.

Mullins, F., Brandes, P., & Dharwadkar, R. (2016). To thine shareholders be true? Linking large corporate ownership to the firm’s use of commitment human resource practices. Human Resource Management, 55(4): 567-589.

Mullins, F. (2015) Board independence and changes in defined-benefit plan funding. Advances in Industrial and Labor Relations, 21:119-141.