Profile
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Rouven Kanitz is an Assistant Professor of Organisational Change at the Department of Organisation and Personnel Management, Rotterdam School of Management, Erasmus University. He received his Ph.D. in Management from Ludwig-Maximilians Universität München. Before entering academia, Rouven worked in medical technology industry and for a management consultant firm on strategic change projects. His research focuses on helping organizations to navigate change processes in more effective and sustainable ways. One main research focus is the human side of change, for example how leaders can better navigate change through specific interventions or how to work with human responses to organizational change such as resistance. Moreover, he examines how digital technology provides new opportunities and risks for managing change and how such technologies shape the future of change management. His work has been published in leading academic journals such as the Academy of Management Journal, the Journal of Applied Psychology, or the Journal of International Business Studies. |
Publications
Article (12)
Academic (11)
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Kukula, A., Reinwald, M., Kanitz, R., & Hoegl, M. (2024). Bridging the Past, or Breaking From It? Leader Continuity Rhetoric and Nontarget Employee Diversity Initiative Support. Journal of Management. https://doi.org/10.1177/01492063241281466
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Gündemir, S., Kanitz, R., Rink, F., Hoever, I., & Slepian, M. (2024). Beneath the surface: Resistance to Diversity, Equity, and Inclusion (DEI) initiatives in organizations. Current Opinion in Psychology, 60, Article 101922. https://doi.org/10.1016/j.copsyc.2024.101922
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Gonzalez, K., Kanitz, R., & Briker, R. (2024). “AI Can’t Steal My Soul”: In the Age of AI, the Human Touch is Paramount for the Craft of Managing Change. Journal of Applied Behavioral Science, 60(4), 589-602. Advance online publication. https://doi.org/10.1177/00218863241279916
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Hagl, C., Kanitz, R., Gonzalez, K., & Hoegl, M. (2024). Change management interventions: Taking stock and moving forward. Human Resource Management Review, 34(1), Article 101000. https://doi.org/10.1016/j.hrmr.2023.101000
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Kanitz, R., Reinwald, M., Gonzalez, K., Burmeister, A., Song, Y., & Hoegl, M. (2024). Supportive, resistant, or both? A person-centric view on employee responses to diversity initiatives. Journal of Applied Psychology, 109(10), 1635-1658. https://doi.org/10.1037/apl0001190
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Straatmann, T., Kanitz, R., Stride, C., Hofmann, Y. E., & Steinberg, U. (2023). Mobilizing Professors’ Support of Digital Change: Multi-Level Insights on IT Resources as a Boundary Condition. Journal of Applied Behavioral Science, 60(3), 389-428. https://doi.org/10.1177/00218863231209835
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Kanitz, R., Gonzalez, K., Berger, S., Reinwald, M., Huettermann, H., & Franczak, J. (2023). Am I the Only One? Consequences of Change Championing (A)symmetry on Group- and Individual-Level Change Outcomes. Journal of Organizational Behavior, 44(7), 1048-1065. https://doi.org/10.1002/job.2683
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Kanitz, R., Gonzalez, K., Briker, R., & Straatmann, T. (2023). Augmenting Organizational Change and Strategy Activities: Leveraging Generative Artificial Intelligence. The Journal of Applied Behavioral Science, 59(3), 345-363. https://doi.org/10.1177/00218863231168974
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Kanitz, R., Huy, Q., Backmann, J., & Hoegl, M. (2022). No change is an island: How interferences between change initiatives evoke inconsistencies that undermine implementation. Academy of Management Journal, 65(2), 683-710. https://doi.org/10.5465/amj.2019.0413
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Kanitz, R., & Gonzalez, K. (2021). Are we stuck in the predigital age? Embracing Technology-Mediated Change Management in Organizational Change Research. The Journal of Applied Behavioral Science, 57(4), 447-458. https://doi.org/10.1177/00218863211042896
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Backmann, J., Kanitz, R., Tian, A., Hoffmann, P., & Hoegl, M. (2020). Cultural gap bridging in multinational teams. Journal of International Business Studies, 51, 1283. https://link.springer.com/article/10.1057/s41267-020-00310-4
Professional (1)
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Huy, Q., Kanitz, R., Backmann, J., & Hoegl, M. (2021). How to reduce the risk of colliding change initiatives. MIT Sloan Management Review. https://sloanreview.mit.edu/article/how-to-reduce-the-risk-of-colliding-change-initiatives/
Activities
Additional positions (1)
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RSM BVStart date approval: 14 Jan 2024End date approval: 13 Jan 2027Place: NETHERLANDSDescription: Teaching / course instructor
Courses
Behavioural Management Science
- Study year: 2024/2025, 2023/2024, 2022/2023, 2021/2022
- Code: B3T3101
- Level: Bachelor 3, Bachelor 3, Bachelor 3
The Science of Organizational Change and the Art of Changing Organizations
- Study year: 2024/2025, 2023/2024, 2022/2023, 2021/2022
- Code: BMME044
- Level: Master, Master, Master, Master
POC Master Thesis
- Study year: 2024/2025
- Code: BMMTPOC
- Level: Master
Past courses
Changing a Mature Business
- Study year: 2023/2024, 2022/2023, 2021/2022
- Code: B3T5104
- Level: Bachelor 3, Bachelor 3, Bachelor 3
Creating Ideas for Business
- Study year: 2022/2023, 2021/2022
- Code: B3T5101
- Level: Bachelor 3, Bachelor 3
Growing a Young Business
- Study year: 2022/2023, 2021/2022
- Code: B3T5102
- Level: Bachelor 3, Bachelor 3, Bachelor 3
Featured on RSM Discovery
Dr. Rouven Kanitz explains how digital tools like AI and analytics revolutionize change management, enhancing communication and handling resistance.
This magazine is about people and culture: the future of people management. Our articles focus on three themes: digitised organisations; the human side of work and different team, knowledge, and authority distribution.
We provide critical thought-leadership, evidence-based insights, and practical tools to help you create lasting and positive change in your workplace, industry, community, and beyond.
