Dr. Max Reinwald
Assistant Professor
Institute for Leadership and Organization
Office hours:
by appointment
Postal address:
Geschwister-Scholl-Platz 1
80539 Munich
Biography
Professional Experience
- Since September 2020: Assistant Professor, Institute for Leadership and Organization, LMU München
- 2019 – 2020: Postdoctoral researcher, Organizational Studies Group & Cluster of Excellence "The Politics of Inequality", University of Konstanz
- 2015 – 2019: Research and Teaching Assistant, Organizational Studies Group, University of Konstanz
Education
- Ph.D. (Dr. rer. soc.), University of Konstanz (2020)
- MA Politics & Management, University of Konstanz (2015)
- BA Political and Administrative Science, University of Konstanz (2013)
Research Interests
- Diversity
- Leadership
- Human Resource Management
Publications
- Moser, S., Reinwald, M., & Kunze, F. (in press). 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, 1-11.
- Reinwald, M., Zaia, J. & Kunze, F. (2023). Shine Bright Like a Diamond: When Signaling Creates Glass Cliffs for Female Executives. Journal of Management, 49, 1005–1036.
- Kanitz, R., Gonzalez, K., Berger, S., Reinwald, M., Huettermann, H., & 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.
- Reinwald, M., Zimmermann, S., & Kunze, F. (2021). Working in the eye of the pandemic: local COVID-19 infections and daily employee engagement. Frontiers in Psychology, 12, 2544.
- Gloor, J. L., Gazdag, B., & Reinwald, M. (2020). Overlooked or undercooked? Critical review and recommendations for experimental methods in diversity research. In A. Risberg, S. Just, & F. Villeseche (Eds.) Routledge Companion to Organizational Diversity Research Methods. Routledge.
- Reinwald, M.& Kunze, F. (2020). Being Different, Being Absent? A Dynamic Perspective on Demographic Dissimilarity and Absenteeism in Blue-Collar Teams. Academy of Management Journal, 63, 1-25.
- Reinwald, M., Huettermann, H., & Bruch, H. (2019). Beyond the Mean: Understanding Firm-Level Consequences of Variability in Diversity Climate Perceptions. Journal of Organizational Behavior, 40, 472-491.
- Reinwald, M., Huettermann, H., & Bruch, H. (2018). More Than the Average: Examining Variability in Employee Perceptions of Diversity Climate. Academy of Management Best Paper Proceedings 2018 (1), 10789.
- Kunze, F., & Reinwald, M. (2017). Age-Diversity-Management in Teams und Organisationen (Age-Diversity Management in Teams and Organizations). In W. Jochmann, I. Böckenholt, & S. Diestel (Eds.), HR-Exzellenz. Innovative Ansätze in Leadership und Transformation (pp. 237 – 252). Wiesbaden: Springer Fachmedien.
- Boerner, S., Huettermann, H., Reinwald, M. (2017). Effektive Führung heterogener Teams: Wie kann das Erfolgspotential von Diversity genutzt werden? (Effective Leadership for diverse Teams: How to Realize the Performance Potentials of Diversity?). Gruppe. Interaktion.Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO), 48 (1), 41–51.
- Reinwald, M., Huettermann, H., Kroell, J., Boerner, S. (2015). Gender Diversity in Führungsteams und Unternehmensperformanz: Eine Meta-Analyse (Gender Diversity in Leadership Teams and Organizational Performance: A Meta-Analysis). Schmalenbachs Zeitschrift für betriebswirtschaftliche Forschung, 67 (3), 262 – 296.