The Impostor Phenomenon Revisited: Examining the Relationship between Workplace Impostor Thoughts and Interpersonal Effectiveness at Work
- 1 June 2022
- journal article
- research article
- Published by Academy of Management in The Academy of Management Journal
- Vol. 65 (3), 988-1018
- https://doi.org/10.5465/amj.2020.1627
Abstract
Prevailing wisdom paints the impostor phenomenon as detrimental. In this work, I seek to rebalance the existing conversation around this phenomenon by highlighting that it may also have interpersonal benefits. To identify these benefits, I revisit seminal theorizing to advance the construct of workplace impostor thoughts, which I define as the belief that others overestimate one’s competence at work. Incorporating theory on contingencies of self-worth, I present an integrative model that outlines why such thoughts may be positively associated with other-perceived interpersonal effectiveness and why they may not be. I test my theory across four studies (N=3603) that feature survey, video, and pre-registered experimental data. I find that employees who more frequently have such thoughts are evaluated as more interpersonally effective because they adopt a more other-focused orientation. I do not find that this interpersonal benefit comes at the expense of competence-related outcomes (i.e., performance, selection)—a point I revisit in my future directions. When examining my theorized competing pathway, I find that whereas workplace impostor thoughts do somewhat encourage those who have them to self-handicap—consistent with prevailing wisdom—such thoughts do not operate through self-handicapping to harm other-perceived interpersonal effectiveness. I conclude by situating my findings in light of prior work.Keywords
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