Institute for Leadership and Organization

Links und Funktionen


Max Reinwald

Dr. Max Reinwald



Ludwigstraße 28 / RG
Raum 404
80539 München

Telefon: +49 (0) 89/2180-9539

nach Vereinbarung

Weitere Informationen



  • Seit September 2020: Assistenzprofessor, Institute for Leadership and Organization, LMU München
  • 2019 – 2020: Postdoc, Lehrstuhl für Organizational Studies & Cluster of Excellence "The Politics of Inequality", Universität Konstanz
  • 2015 – 2019: Wissenschaftlicher Mitarbeiter, Lehrstuhl für Organizational Studies, Universität Konstanz


  • Promotion (Dr. rer. soc.), Universität Konstanz (2020)
  • MA Politik & Management, Universität Konstanz (2015)
  • BA Politik- und Verwaltungswissenschaft, Universität Konstanz (2013)


  • Diversity
  • Leadership
  • Digital technologies


Kanitz, R., Gonzalez, K., Berger, S., Reinwald, M., Huettermann, H., & Franczak, J. (in press). Am I the Only One? Consequences of Change Championing (A)symmetry on Group- and Individual-Level Change Outcomes. Journal of Organizational Behavior.

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.

Reinwald, M., Zaia, J., & Kunze, F. (2023). Shine Bright Like a Diamond: When Signaling Creates Glass Cliffs for Female Executives. Journal of Management, 49(3), 1005-1036.

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. (forthcoming). 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 (4), 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.