Abstract
This study aims to investigate the relationship between mindset and impostor phenomenon, via the explanatory role of fear of failure and goal orientation in the work domain. Only one known study has previously connected mindset and impostor phenomenon in the scientific literature among females in a university setting. Data was collected from 201 working adults, with a roughly equal male-female ratio, from a range of sectors in the United Kingdom, Ireland, and United States. Participants completed an online survey comprising the Implicit Theories of Intelligence Scale, the Performance Failure Appraisal Inventory, Work Domain Goal Orientation Instrument, and the Clance Impostor Phenomenon Scale (CIPS). We tested a serial-parallel mediation model using structural equation modeling. The results suggest that people with a fixed mindset tend to experience more impostor phenomenon at work and this relationship is predominantly explained by their fear of failure. Further, when employees are also motivated by a performance avoid goal orientation, the relationship increases in strength. This indirect relationship suggests that staff training, and coaching interventions designed to increase people’s belief that they can develop their abilities results in a reduction of their fear of failure and in their motivation to want to avoid showing their inability at work. The results also suggest cultivating environments that promote a growth mindset and learning goal orientation, alongside the safety to fail, could lessen the negative effects of having a fixed mindset, reduce fear of failure, and alleviate impostor phenomenon’s negative impact on employee career development and wellbeing.
Highlights
Due to the mixed picture of the factorial structure of fear of failure reported in the literature (Sagar and Jowett, 2010), three remaining confirmatory factor analysis (CFA) models comprising the same latent factors of fixed mindset, learning GO, prove GO, avoid GO, impostor phenomenon but with alternative factorial structures of fear of failure were compared
The results showed that Model C with a second-order structure of fear of failure demonstrated a better fit across all goodness of fit indexes compared to Model B, which comprised a unidimensional form of fear of failure
Failures are not the end, they are the beginning. These findings suggest mindset is connected to impostor phenomenon via fear of failure and a performance avoid GO in the work domain
Summary
MindsetMindset refers to the beliefs individuals have about their abilities and whether they perceive them as being more innate and “fixed,” or more malleable and capable of “growth” (Dweck, 2000). Dweck (2017) suggests everyone possesses a mixture of a fixed and growth mindset, varying across different contexts such as work and home; and attributes such as personality and intelligence. Mindset refers to the beliefs individuals have about their abilities and whether they perceive them as being more innate and “fixed,” or more malleable and capable of “growth” (Dweck, 2000). Research with children found that having a predominantly fixed mindset predicted negative affect concurrently. Mindset theory proposes that fixed mindsets can be evoked through situational factors, such as perceived threat and challenge (Dweck, 2017). Even well-meaning praise, for example, such as complimenting someone on being smart or talented, is capable of reinforcing fixed beliefs and behaviors (Mueller and Dweck, 1998). Blackwell et al (2007) reported that fixed mindsets were associated with poorer achievement outcomes; whilst growth mindsets predicted increased motivation, resilience, and effort in the face of setbacks – leading to better performance overall Even well-meaning praise, for example, such as complimenting someone on being smart or talented, is capable of reinforcing fixed beliefs and behaviors (Mueller and Dweck, 1998). Blackwell et al (2007) reported that fixed mindsets were associated with poorer achievement outcomes; whilst growth mindsets predicted increased motivation, resilience, and effort in the face of setbacks – leading to better performance overall
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