Impostor phenomenon – Narratives of information technology professionals
Vanala, Tiina (2023)
Vanala, Tiina
2023
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2023060822920
https://urn.fi/URN:NBN:fi:amk-2023060822920
Tiivistelmä
A person suffering from the impostor phenomenon, commonly known as impostor syndrome, is characterised by the belief that their accomplishments result from luck, chance, or some other influence other than their abilities and skills. Despite successes and professional achievements such as position, title, and job responsibilities, individuals haunted by impostor thinking question their competence. Fear of being exposed, low self-efficacy beliefs, and inability to derive satisfaction from achievements can result in self-handicapping, emotional distress, burnout, and other harmful effects on mental well-being.
The impostor phenomenon impacts organisational productivity and social dynamics. A person with an impostor mindset can have difficulties in career development and goal setting, leading to heightened stress and exhaustion Employees with intense impostor thoughts tend to doubt their abilities and feel inadequate, leading to decreased performance and productivity. They may shy away from sharing ideas, taking on challenges, and making decisions. This ultimately impedes the overall success of the organisation.
This thesis aimed to contribute to understanding the factors behind intense impostor thoughts, particularly within the context of information technology professionals. It examined how intense impostor thinking manifests, how it affects individuals and organisations, and what interventions could help mitigate the negative consequences of the impostor phenomenon.
By understanding the impostor experience better, human resources and talent management can develop targeted interventions to support employees with impostor thoughts. Additionally, individuals can benefit from the findings by using them to enhance their self-awareness and identify their actual personal and professional growth competencies.
The qualitative study consisted of ten narratives by information technology professionals who suffer from intense impostor thinking. They represented various work descriptions in the field. Their stories and experiences provided a unique way to shed light on the phenomenon and its manifestations. Based on the analysed narratives, several recommendations were created for mitigating the negative effects on individuals and organisations.
The impostor phenomenon impacts organisational productivity and social dynamics. A person with an impostor mindset can have difficulties in career development and goal setting, leading to heightened stress and exhaustion Employees with intense impostor thoughts tend to doubt their abilities and feel inadequate, leading to decreased performance and productivity. They may shy away from sharing ideas, taking on challenges, and making decisions. This ultimately impedes the overall success of the organisation.
This thesis aimed to contribute to understanding the factors behind intense impostor thoughts, particularly within the context of information technology professionals. It examined how intense impostor thinking manifests, how it affects individuals and organisations, and what interventions could help mitigate the negative consequences of the impostor phenomenon.
By understanding the impostor experience better, human resources and talent management can develop targeted interventions to support employees with impostor thoughts. Additionally, individuals can benefit from the findings by using them to enhance their self-awareness and identify their actual personal and professional growth competencies.
The qualitative study consisted of ten narratives by information technology professionals who suffer from intense impostor thinking. They represented various work descriptions in the field. Their stories and experiences provided a unique way to shed light on the phenomenon and its manifestations. Based on the analysed narratives, several recommendations were created for mitigating the negative effects on individuals and organisations.