Prof. Dr. Max Reinwald
Juniorprofessur für Management
Forschungsschwerpunkte
- Verantwortungsvolle Führung
- Diversität in Organisationen
- Teamarbeit und Zusammenarbeit
- Veränderungsmanagement
Lebenslauf
| Seit 2024 | Juniorprofessor für Management, Universität Mannheim |
| 2020–2024 | Assistenzprofessor, Ludwig-Maximilians-Universität München |
| 2022 | Gastwissenschaftler, University of South Australia |
| 2020 | Postdoc, Universität Konstanz |
| 2020 | Promotion, Universität Konstanz |
| 2015 | Master Politik und Management, Universität Konstanz |
Preise, Auszeichnungen, Ehrungen
- Joachim Herz Add-on Fellowships for Interdisciplinary Economics and Interdisciplinary Business Administration 2022–2024
- Best Paper with International Implications Award, Organizational Behavior Division, Academy of Management Annual Conference 2022
- VHB WK Personal Best Paper Award 2022 for contribution with a strong scientific orientation under the involvement of a junior scholar
- Schmalenbach-Preis 2020
- Outstanding Reviewer Award, Gender & Diversity in Organizations Division, Academy of Management Annual Conference 2020
- Best Student Paper Award, Gender & Diversity in Organizations Division, Academy of Management Annual Conference 2018
- Outstanding Reviewer Award, Gender & Diversity in Organizations Division, Academy of Management Annual Conference 2018
Ausgewählte Publikationen
- Hüttermann, H., Berger, S., Reinwald, M. und Bruch, H. (2024). Power to the people—and then? A multilevel leadership perspective on organizational decentralization. Human Resource Management, 63, 333–353.
- Kanitz, R., Reinwald, M., Gonzalez, K., Burmeister, A., Song, Y. und Hoegl, M. (2024). Supportive, resistant, or both? A person-centric view on employee responses to diversity initiatives. Journal of Applied Psychology, 109, 1635-1658.
- Kukula, A., Reinwald, M., Kanitz, R. und Hoegl, M. (2024). Bridging the past, or breaking from it? Leader continuity rhetoric and nontarget employee diversity initiative support. Journal of Management : JOM, 1–30.
- Reinwald, M., Zaia, J. und Kunze, F. (2023). Shine bright like a diamond: When signaling creates glass cliffs for female executives. Journal of Management : JOM, 49, 1005-1036.
- Kanitz, R., Gonzalez, K., Berger, S., Reinwald, M., Hüttermann, H. und Franczak, J. (2022). Am I the only one? Consequences of change championing (a)symmetry on group- and individual-level change outcomes. Journal of Organizational Behavior : OB, 44, 1048-1065.
- Moser, S., Reinwald, M. und Kunze, F. (2022). Does my leader care about my subgroup? A multilevel model of team faultlines, LMX quality, and employee absenteeism. European Journal of Work and Organizational Psychology, 32, 234–244.
- Reinwald, M., Zimmermann, S. und Kunze, F. (2021). Working in the eye of the pandemic: local COVID-19 infections and daily employee engagement. Frontiers in Psychology, 12, 1–10.
- Reinwald, M. und Kunze, F. (2020). Being different, being absent? A dynamic perspective on demographic dissimilarity and absenteeism in blue-collar teams. Academy of Management Journal : AMJ, 63, 660–684.
- Reinwald, M., Huettermann, H. und Bruch, H. (2019). Beyond the mean: Understanding firm-level consequences of variability in diversity climate perceptions. Journal of Organizational Behavior : OB, 40, 472–491.