Understanding Group Differences and Predicting the Impostor Phenomenon Among University Staff and Faculty

Abstract

The Impostor Phenomenon (IP) is defined by an individual’s experience of internalized fraudulence relative to their own successes and is characterized by cognitive (e.g., decreased self-esteem), affective (e.g., low mood, anxiety) and behavioural dimensions (e.g., avoidance of job-related challenges). Previous research has demonstrated the prevalence of the IP in academic settings among staff and professors, as well as its deleterious connections with burnout and emotional exhaustion. A sample of 162 academic staff and professors completed measures of the IP, resilience, general self-efficacy, and satisfaction with life. Results indicated higher IP scores among professors and early-career professionals but not in women or individuals who identify as visible or sexual minority group members. Negative correlations were found between the IP and resiliency, work engagement, general self-efficacy, and satisfaction with life. IP scores were predicted by lower general self-efficacy, being a professor, and lower resilience. Implications for wellness among academic staff and professors, as well as the wider institutional climate, are considered.