Impostor Phenomenon Research Articles

S1493 Impostor Phenomenon and Microaggression Education and Self-Assessment in Female Healthcare Professionals in the Field of Gastroenterology

S1493 Impostor Phenomenon and Microaggression Education and Self-Assessment in Female Healthcare Professionals in the Field of Gastroenterology

Overcoming Past Perceptions and a Profession-Wide Identity Crisis to Reflect Pharmacy’s Future

The profession of pharmacy has come to encompass myriad identities, including apothecary, dispenser, merchandiser, expert advisor, and health care provider. While these identities have changed over time, the responsibilities and scope of practice have not evolved to keep up with the goals of the profession and the level of education of practicing pharmacists in the United States. By assuming that the roles of the aforementioned identities involve both product-centric and patient-centric responsibilities, our true professional identity is unclear, which can be linked to the prevalence of the impostor phenomenon within the profession. For pharmacy to truly move forward, a unified definition for the profession is needed by either letting go of past identities or separating these identities from each other by altering standards within professional degree programs and practice models. Without substantial changes to the way we approach this challenge as a profession, the problems described will only persist and deepen.

IMPOSTOR PHENOMENON AND HYPERCOMPETITIVE ATTITUDE AMONG EMERGING ADULTS IN RURAL AND URBAN AREAS

Impostor syndrome refers to the state that affects high achievers who are unable to internalize and accept their achievements. Hypercompetitive attitude can be defined as an indiscriminate need to compete and win at all costs which is characterized by unhealthy and aggressive behavior. The present study aims to analyse the significant difference in Impostor Phenomenon and Hypercompetitive Attitude among emerging adults in rural and urban areas. The sample consisted of 80 emerging adults of which 40 were from urban areas and the other 40 from rural areas. Sample was collected using convenient sampling. Assessment tools used in the study were Impostor Phenomenon Scale and Hypercompetitive Attitude Scale. The collected data were analysed using SPSS and was used to examine the difference between two groups. The findings showed that there exists a significant difference in Impostor Phenomenon and Hypercompetitive Attitude among individuals in urban and rural areas. Impostor Phenomenon was found to be higher among emerging adults in rural area and Hypercompetitive attitude was found to be higher among emerging adults in urban areas

An experimental study of the non-self-serving attributional bias within the impostor phenomenon and its relation to the fixed mindset

The Impostor Phenomenon describes people characterized by a non-self-serving attributional bias towards success. In this experimental between-subjects design, we conducted a bogus intelligence test in which each subject was assigned to a positive or negative feedback condition. Our sample consisted of N = 170 individuals (51% female). The results showed that the impostor expression moderates the influence of feedback on locus of causality and stability attribution. ‘Impostors’ show an external-instable attributional style regarding success and an internal-stable attributional style regarding failure. Therefore, the relationship between the impostor expression and its characteristic attribution patterns could be experimentally validated for the first time. In addition, we investigated whether the IP is linked to the performance-related construct mindset. We found a positive correlation between the IP and fixed mindset. Possible causes for these findings are discussed.

Imposter Phenomenon in US Physicians Relative to the US Working Population

ObjectiveTo determine the prevalence of imposter phenomenon (IP) experiences among physicians and evaluate their relationship to personal and professional characteristics, professional fulfillment, burnout, and suicidal ideation. Participants and MethodsBetween November 20, 2020, and February 16, 2021, we surveyed US physicians and a probability-based sample of the US working population. Imposter phenomenon was measured using a 4-item version of the Clance Imposter Phenomenon Scale. Burnout and professional fulfillment were measured using standardized instruments. ResultsAmong the 3237 physician responders invited to complete the subsurvey including the IP scale, 3116 completed the IP questions. Between 4% (133) and 10% (308) of the 3116 physicians endorsed each of the 4 IP items as a “very true” characterization of their experience. Relative to those with a low IP score, the odds ratio for burnout among those with moderate, frequent, and intense IP was 1.28 (95% CI, 1.04 to 1.58), 1.79 (95% CI, 1.38 to 2.32), and 2.13 (95% CI, 1.43 to 3.19), respectively. A similar association between IP and suicidal ideation was observed. On multivariable analysis, physicians endorsed greater intensity of IP than workers in other fields in response to the item, “I am disappointed at times in my present accomplishments and think I should have accomplished more.” ConclusionImposter phenomenon experiences are common among US physicians, and physicians have more frequent experiences of disappointment in accomplishments than workers in other fields. Imposter phenomenon experiences are associated with increased burnout and suicidal ideation and lower professional fulfillment. Systematic efforts to address the professional norms and perfectionistic attitudes that contribute to this phenomenon are necessary.

Impact of Impostor Phenomenon on Psychological Distress: Self-doubt of University Students regarding Online Classes Management in COVID-19

Impact of Impostor Phenomenon on Psychological Distress: Self-doubt of University Students regarding Online Classes Management in COVID-19

Imposter Syndrome Among Surgeons Is Associated With Intolerance of Uncertainty and Lower Confidence in Problem Solving.

Feelings of imposter syndrome (inadequacy or incompetence) are common among physicians and are associated with diminished joy in practice. Identification of modifiable factors associated with feelings of imposter syndrome might inform strategies to ameliorate them. To this point, though, no such factors have been identified. Are intolerance of uncertainty and confidence in problem-solving skills independently associated with feelings of imposter syndrome after accounting for other factors? This survey-based experiment measured the relationship between feelings of imposter syndrome, intolerance of uncertainty, and confidence in problem-solving skills among musculoskeletal specialist surgeons. Approximately 200 surgeons who actively participate in the Science of Variation Group, a collaboration of mainly orthopaedic surgeons specializing in upper extremity illnesses primarily across Europe and North America, were invited to this survey-based experiment. One hundred two surgeons completed questionnaires measuring feelings of imposter syndrome (an adaptation of the Clance Imposter Phenomenon Scale), tolerance of uncertainty (the Intolerance of Uncertainty Scale-12), and confidence in problem-solving skills (the Personal Optimism and Self-Efficacy Optimism questionnaire), as well as basic demographics. The participants were characteristic of other Science of Variation Group experiments: the mean age was 52 ± 5 years, with 89% (91 of 102) being men, most self-reported White race (81% [83 of 102]), largely subspecializing in hand and/or wrist surgery (73% [74 of 102]), and with just over half of the group (54% [55 of 102]) having greater than 11 years of experience. We sought to identify factors associated with greater feelings of imposter syndrome in a multivariable statistical model. Accounting for potential confounding factors such as years of experience or supervision of trainees in the multivariable linear regression analysis, greater feelings of imposter syndrome were modestly associated with higher intolerance of uncertainty (regression coefficient [β] 0.34 [95% confidence interval (CI) 0.16 to 0.51]; p < 0.01) and with lower confidence in problem-solving skills (β -0.70 [95% CI -1.0 to -0.35]; p < 0.01). The finding that feelings of imposter syndrome may be modestly to notably associated with modifiable factors, such as difficulty managing uncertainty and lack of confidence in problem-solving, spark coaching opportunities to support and sustain a surgeon's mindset, which may lead to increased comfort and joy at work. Beginning with premedical coursework and throughout medical training and continuing medical education, future studies can address the impact of learning and practicing tactics that increase comfort with uncertainty and greater confidence in problem solving on limiting feelings of imposter syndrome.

Prevalence of Impostor Phenomenon in Registered Dietitians

Prevalence of Impostor Phenomenon in Registered Dietitians

Impostor Phenomenon and Identity-Based Microaggression Among Hispanic/Latinx Individuals in Science, Technology, Engineering, and Mathematics: A Qualitative Exploration

Impostor Phenomenon and Identity-Based Microaggression Among Hispanic/Latinx Individuals in Science, Technology, Engineering, and Mathematics: A Qualitative Exploration

The Clandestine Cost of Feeling Like a Fake: Imposter Phenomenon and Workplace Presenteeism

The imposter phenomenon is reported to affect up to 70% of working professionals at some point in their careers. Despite this, the concept remains largely under-researched in organisational contexts. Our study expands the literature in this area by positioning the imposter phenomenon as an antecedent to presenteeism. Research suggests that imposter thoughts can be detrimental to individual wellbeing. We argue that idiosyncrasies associated with the imposter phenomenon may give rise to the growing trend of presenting for work while unwell, and therefore pose a threat to organisational productivity. Drawing on the Job Demands-Resource (JD-R) theory we position imposter thoughts as a job demand that triggers a health event leading to increased presenteeism. In doing so, we contribute to knowledge by extending the definition of what is considered a job demand. We present an adapted model to explain the proposed relationship between the imposter phenomenon and presenteeism and examine the effects of workplace social support as a job resource that counters the health process. We test this theory by conducting a cross-sectional survey (n=92) and perform regression, mediation, and moderation analysis. Our results support the hypothesised relationship between imposter thoughts and presenteeism, and we find that those who experience imposter thoughts to a greater extent are significantly more likely to experience higher levels of emotional exhaustion. We offer a fresh perspective on the JD-R theory by positioning the imposter phenomenon as a job demand. Our findings highlight the adverse effects on both the individual and the organisation. In presenting a direct link between the imposter phenomenon and presenteeism, our research bears the costly implications, providing insights for HR practitioners to develop strategies to reduce presenteeism and drive the well-being agenda

The prevalence of imposter syndrome among young neurosurgeons and residents in neurosurgery: a multicentric study.

Imposter syndrome (IS) occurs when high-achieving individuals have a pervasive sense of self-doubt combined with fear of being exposed as a fraud, despite objective measures of success. This is one of the main causes of burnout among professionals, threatening their mental health and general well-being. The prevalence and severity of IS among neurosurgery residents and young neurosurgeons has not been yet studied. The primary outcomes of this study were the prevalence and severity of IS. An anonymous cross-sectional survey including both a demographic questionnaire (Clance Imposter Phenomenon Survey) and compensatory mechanisms was distributed to young neurosurgeons and residents in neurosurgery in Italy. A total of 103 responses were collected. The prevalence rate was 81.6%. Among the respondents with IS, 42.7% showed moderate signs, 27.2% frequent, and only 11.7% had an intense symptomatology. Level of education, female sex, and academic achievements were all identified as predictive factors of IS. A total of 81.6% of respondents reported potentially significant levels. The implications of IS on both the outcomes in patients and the well-being of neurosurgeons should be evaluated in future studies.

Assessing Harmful Bias and Celebrating Strength Through the Narratives of Black/African American Physician Assistant Students.

Two national crises, the COVID-19 pandemic and systemic racism, have drawn nationwide attention to the disparities that exist in our society today. The American healthcare system, including physician assistant (PA) education, is not exempt from the impact of harmful bias and discrimination. The purpose of this study was to explore narratives recounting the experiences of Black/African Americans who have successfully completed their PA education in an attempt to understand how PA educators can better support students of color. Qualitative, semi-structured interviews, guided by a critical race theory framework, were conducted with 6 Black/African American PAs who had graduated within the last 5 years. Trustworthiness was ensured through member checking, triangulation, peer debriefing during the coding and analysis process, and autoethnographic reflection. Themes of mentorship and cultural capital, including aspirations, family, social support, and resistance to an oppressive system, highlight the strengths present in Black/African American students. Additional themes surrounding stress related to race, including a pressure to prove, isolation and anxiety, and imposter phenomenon, all pointed toward the need for honest and safe dialogue among individuals with racial differences. This research article presents key findings and opportunities for PA educators to emphasize cultural capital to enable Black/African American PA students to thrive. Communicating across racial differences and intentional engagement are imperative for PA educators to successfully support Black/African American students.

Managing Intersectional Invisibility and Hypervisibility During the Transition to College Among First-Generation Women of Color

In the current study, we examined the transition to college for first-generation women of color. Previous studies of first-year college experiences among groups with minoritized statuses have primarily focused on first-generation students or students of color separately, with little consideration of women within these groups generally, and first-generation women of color specifically. Drawing from work in Black feminist scholarship, we explored the transition to college from the perspective of first-generation women of color college students, examining the resources, strengths, and challenges experienced during this transition. Fourteen self-identified first-generation women of color students participated in semi-structured interviews. Respondents were asked a series of open-ended questions about their first-year college experiences, including family dynamics, social support, and mental health. Using thematic analysis, we identified five major themes—Identity, Imposter Phenomenon, Mixed Formal Support, Complicated Family Support, and Friendship, Social, and Emotional Support. Our findings suggest that first-generation women of color college students encounter unique challenges that warrant further investigation. Furthermore, we recommend structural programming (e.g., diversity initiatives), university policies (e.g., need-blind admissions), and increased faculty and staff diversity as strategies that will benefit all students and provide support for first-generation women of color college students.

Evaluation of mindfulness practice in mitigating impostor feelings in dental students.

This study examined (i) the prevalence of impostor feelings in first-year dental students, (ii) student perceptions of a mindfulness practice as a tool to cope with impostor feelings, and (iii) students' ability to identify their level of impostor feelings. Two hundred three D1 students at a single institution participated in a mandatory Mind-Body Wellness Course that included the presentation "Understanding Imposter Phenomenon" (lecture #1) and a second presentation "Impostor Phenomenon and Mindfulness: Tools for Success" (lecture #2) 6 months later. Before lecture #2, all students predicted the level to which they suffer from imposter feelings and then took the Clance Impostor Phenomenon Scale (CIPS) to determine the actual level. After lecture #2, 155 of the students completed a survey on whether the mindfulness practices in the lecture impact their perceptions on coping with impostor feelings. Fifty-two percent of students were classified as frequent or intense impostors by the CIPS. Fifty-one percent predicted their CIPS classification correctly; 43% underestimated their impostor classification. After lecture #2, 86% reported feeling confident they could recognize their impostor feelings, and 93% reported feeling more aware of how impostor feelings influence their thoughts, behaviors, and actions. Eighty-six percent reported feeling the mindfulness exercise was a helpful tool to build habits to cope with impostor feelings; 83% reported feeling confident they could utilize mindfulness practices to mitigate these feelings when they arise. Frequent or intense impostor feelings may be common in first-year dental students. Mindfulness practice has potential to mitigate such impostor feelings.

Perfectionism and Impostor Phenomenon as Predictors of Work Engagement and Subjective Well-Being

Perfectionism and Impostor Phenomenon as Predictors of Work Engagement and Subjective Well-Being

Trainee Poster Competition Finalists Poster Abstracts Presented at the 123rd Annual Meeting of the American Association of Colleges of Pharmacy, July 23-27, 2022

Viveca Velez Negron, Albany College of Pharmacy and Health Sciences , Laurie L. Briceland, Albany College of Pharmacy and Health Sciences , Paul Denvir, Albany College of Pharmacy and Health Sciences . Objective : Imposter phenomenon (IP) occurs in individuals who doubt their abilities and

Impostor phenomenon in healthcare simulation educators

Impostor phenomenon is the overwhelming feeling of intellectual phoniness and has been linked to decreased job satisfaction and increased levels of stress, depression and burnout. As education and healthcare institutions rely on simulation to train the current and future healthcare workforce, there is a need to improve our understanding of impostor phenomenon in the healthcare simulation context. This study investigated the prevalence of impostor phenomenon in simulation educators and examined the effect of work-related characteristics on impostor phenomenon in the simulation educator community. In total, 148 simulation educators from nine countries participated in an online survey. Along with questions related to demographic characteristics, impostor phenomenon was measured using two scales, the Clance Impostor Phenomenon Scale (CIPS) and the Leary Impostorism Scale (LIS). Independent variables included gender, time spent on simulation activities per week, years working in simulation and team size. Impostorism was identified in 46.6% of simulation educators. A multivariate analysis of variance revealed no statistically significant interactions or main effects of gender, time spent on simulation activities per week, years working in simulation and team size on impostor phenomenon. Impostor phenomenon does not discriminate based on gender; it does not disappear with experience; and it is present regardless of the size of team. Impostor phenomenon is prevalent across the healthcare simulation educator community. Given the negative impact impostor phenomenon has on well-being and career development, educators, employers and professional societies need to acknowledge the prevalence of impostor phenomenon and start a conversation to build awareness about impostor phenomenon in the healthcare simulation community. Bringing the conversation into the open is the first step to acknowledging feelings of impostorism and developing strategies to break the cycle.

Prevalence of Impostor Phenomenon and its Association with Depression among MBBS Students of Muzaffarnagar Medical College at Uttar Pradesh state of India

Background: The impostor phenomenon and is an internal experience of intellectual phoniness that those who feel fraudulence and worthlessness have despite outstanding academic or professional accomplishment. Medical students should have less impostor tendencies to become successful medical practitioners. This study was carried out on medical students of batch 2018 and 2019, to determine the prevalence of the impostor phenomenon and its association with depression among MBBS students of Muzaffarnagar Medical College.Methods: The present cross-sectional study was conducted among 150 students. Clance’s impostor phenomenon scale and CES-D were used to assess Impostor characteristics and depression respectively. Data was collected using the offline survey method.Results: This study conducted on 100 students of Muzaffarnagar Medical College and Hospital showed that 39% of students had severe impostor tendencies, out of which 46% were females and 54% were males. Moderate impostor tendencies were found to be 53% (56% in females and 44% in males). The mild impostor tendencies were present in 8% of participants. During the study, it was found that 28% of participants had severe impostor tendencies along with severe depression including 57% females and 43% males.Conclusions: Proper measures are required to be taken to enhance the skill, confidence, and decision-making of medical students to avoid problems of anxiety and depression in their future life. This will also lead to an improvement in the quality of medical services as if a medical student will be healthy, only then they can help in serving people better and building a healthy nation.

The Impostor Phenomenon in the Nutrition and Dietetics Profession: An Online Cross-Sectional Survey.

The impostor phenomenon (IP) (also known as impostor syndrome) describes high-achieving individuals who, despite their objective successes, fail to internalize their accomplishments and have persistent self-doubt and fear of being exposed as a fraud or impostor. This study aimed to assess the prevalence and predictors of IP within a sample of nutrition and dietetics students and practitioners. An online cross-sectional survey was conducted and utilized a non-random, convenience sampling approach. A total of 1015 students, dietetic interns, and currently practicing and retired registered dietitian nutritionists and nutrition and dietetic technicians registered provided complete responses. IP was assessed with the Clance Impostor Phenomenon Scale (CIPS). Self-reported job satisfaction and well-being were assessed using validated scales. Average CIPS score was 66.0 ± 16.3 (range 22–99), and higher scores indicate more frequent or severe IP experiences. Frequent or intense IP was reported by 64% of survey respondents (n = 655). Older age, greater educational attainment and professional level, and membership in Academy of Nutrition and Dietetics groups were associated with lower IP scores. Greater social media use was associated with higher IP scores. Job satisfaction and overall well-being were inversely correlated with IP (p < 0.001). Findings suggest that IP experiences were common among a majority of nutrition and dietetics students and practitioners surveyed. Additional research and development of preventative strategies and interventions is needed.

Supporting Historically Underrepresented Groups in STEM Higher Education: The Promise of Structured Mentoring Networks

Although institutions of higher education have placed a large emphasis on increasing the number of underrepresented minority (URM) students matriculating in higher education, the disparities in STEM retention and graduation rates between URM and non-URM students emphasize the dire need for increased support to help URM students navigate challenges including stereotype threat, impostor phenomenon, and lack of social connectedness that disproportionately affect URM students in majority-dominated fields. Prior research has demonstrated that structured mentoring has the potential to generate substantial improvements in academic, social, and career outcomes for URM STEM students. In particular, network-based mentoring approaches that allow for students to receive both professional and peer mentoring, as well as the opportunity to mentor other students, have demonstrated success in this realm. In this article, we discuss how the current state of academia often fails URM STEM students and faculty, review literature regarding the ways in which structured mentoring approaches can alleviate barriers to success among URM groups in STEM fields, and offer recommendations regarding how academic institutions can successfully implement holistic student and faculty mentoring programs.