Department

University of Tennessee at Chattanooga. Dept. of Psychology

Publisher

University of Tennessee at Chattanooga

Place of Publication

Chattanooga (Tenn.)

Abstract

In-Progress Research Imposter syndrome (IP) is a psychological phenomenon in which one has an internal experience of intellectual phoniness. This phenomenon is particularly seen within workplaces. Past researchers have found that females tend to report higher levels of IP, with Stereotype Threat (ST) being a cited explanation. A common denominator in much of the literature is how a lack of Belongingness can activate Stereotype Threat in females, especially in male-dominated workplaces. It has been found that individuals high in IP, especially females, tend to experience poor mental health outcomes. Past research has also established a link between IP and Conscientiousness in females, a personality trait related to the facet of Grit. The current study is examining the relationships between IP, Belongingness, Psychological Distress, and Grit. Hypotheses include several predictions between the variables of IP, Belongingness, Psychological Distress, Grit, and ST. Participants (N = 150) are being recruited from Psychology and STEM-related courses (all levels) at The University of Alabama in Huntsville. The experiment is utilizing a 3x2 mixed repeated measures design. The measures being utilized in this study include the Clance Imposter Phenomenon Scale (CIPS), the Domain Identification Measure (DIM), the General Belongingness Scale (GBS), the Brief Symptom Inventory-18 (BSI-18), and the Duckworth 12-Item Grit Scale. The data will be analyzed by using Repeated Measures Analyses of Variance (ANOVAs) and Pearson’s Correlations. Expected results include females reporting IP at higher rates than males, individuals high in IP reporting low levels of Belongingness, high levels of Psychological Distress, and low levels of Grit, and ST having an impact on reported rates of IP, Belongingness, Psychological Distress, and Grit. The implications of my research allow us to look at how IP may be impacting individuals in the workplace, as this is where this phenomenon is most observed. Specifically, we can determine if an organizational culture of openness and belonging can positively impact someone experiencing IP. If IP is impacting the mental health of employees, then research needs to be conducted to determine how severe this phenomenon is. Furthermore, there may be a mediating relationship between the personality facet of Grit and whether someone is likely to report experiencing IP. If this is the case, personal development workshops could possibly be created to help employees foster their Grit and in turn, help with their experience of IP.

Subject

Industrial and organizational psychology

Document Type

posters

Language

English

Rights

http://rightsstatements.org/vocab/InC/1.0/

License

http://creativecommons.org/licenses/by/4.0/

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The impact of stereotype threat and grit on the experience of imposter syndrome

In-Progress Research Imposter syndrome (IP) is a psychological phenomenon in which one has an internal experience of intellectual phoniness. This phenomenon is particularly seen within workplaces. Past researchers have found that females tend to report higher levels of IP, with Stereotype Threat (ST) being a cited explanation. A common denominator in much of the literature is how a lack of Belongingness can activate Stereotype Threat in females, especially in male-dominated workplaces. It has been found that individuals high in IP, especially females, tend to experience poor mental health outcomes. Past research has also established a link between IP and Conscientiousness in females, a personality trait related to the facet of Grit. The current study is examining the relationships between IP, Belongingness, Psychological Distress, and Grit. Hypotheses include several predictions between the variables of IP, Belongingness, Psychological Distress, Grit, and ST. Participants (N = 150) are being recruited from Psychology and STEM-related courses (all levels) at The University of Alabama in Huntsville. The experiment is utilizing a 3x2 mixed repeated measures design. The measures being utilized in this study include the Clance Imposter Phenomenon Scale (CIPS), the Domain Identification Measure (DIM), the General Belongingness Scale (GBS), the Brief Symptom Inventory-18 (BSI-18), and the Duckworth 12-Item Grit Scale. The data will be analyzed by using Repeated Measures Analyses of Variance (ANOVAs) and Pearson’s Correlations. Expected results include females reporting IP at higher rates than males, individuals high in IP reporting low levels of Belongingness, high levels of Psychological Distress, and low levels of Grit, and ST having an impact on reported rates of IP, Belongingness, Psychological Distress, and Grit. The implications of my research allow us to look at how IP may be impacting individuals in the workplace, as this is where this phenomenon is most observed. Specifically, we can determine if an organizational culture of openness and belonging can positively impact someone experiencing IP. If IP is impacting the mental health of employees, then research needs to be conducted to determine how severe this phenomenon is. Furthermore, there may be a mediating relationship between the personality facet of Grit and whether someone is likely to report experiencing IP. If this is the case, personal development workshops could possibly be created to help employees foster their Grit and in turn, help with their experience of IP.