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"Honestly, I Feel Like a Fake": Unco...

Jackson, Elaina Range.

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"Honestly, I Feel Like a Fake": Uncovering the Relationship Between Impostor Phenomenon, Personality, and Achievement.

Record Type:	Electronic resources : Monograph/item
Title/Author:	"Honestly, I Feel Like a Fake": Uncovering the Relationship Between Impostor Phenomenon, Personality, and Achievement./
Author:	Jackson, Elaina Range.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2018,
Description:	74 p.
Notes:	Source: Dissertation Abstracts International, Volume: 80-02(E), Section: A.
Contained By:	Dissertation Abstracts International80-02A(E).
Subject:	Organization theory. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10935166
ISBN:	9780438394391

"Honestly, I Feel Like a Fake": Uncovering the Relationship Between Impostor Phenomenon, Personality, and Achievement.
Jackson, Elaina Range.

"Honestly, I Feel Like a Fake": Uncovering the Relationship Between Impostor Phenomenon, Personality, and Achievement. - Ann Arbor : ProQuest Dissertations & Theses, 2018 - 74 p.

Source: Dissertation Abstracts International, Volume: 80-02(E), Section: A.

Thesis (Ph.D.)--Regent University, 2018.

The seminal research on impostor phenomenon (IP) by Clance and Imes (1978) described it as an experience of highly successful individuals who are unable to internalize their success. The current research found that a person's achievements could lead to feelings of self-doubt, a fear of failure, and ultimately feelings of phoniness. Over the past several decades, researchers have explored IP and its relationship to several factors. However, much of the early research on the phenomenon has included samples of undergraduate and graduate students and focused mainly on the understanding that IP is an experience of highly successful individuals. This study adds to the growing body of knowledge on IP and the factors that can predict a person's experience with the phenomenon. The study specifically sought to understand the predictive relationship between the big five personality traits (Goldberg, 1990) and IP while controlling for level of achievement. Level of achievement was measured using three levels: employee, middle management, and senior or executive management. The sample included 190 working adults ages 18 and older. Through hierarchical regression analysis, it was found that while level of achievement was a significant predictor of IP, neuroticism or emotional stability was the most significant predictor of IP. The study contributes to the literature that seeks to expand the understanding of IP within a workplace context.

ISBN: 9780438394391Subjects--Topical Terms:

2122787
Organization theory.

"Honestly, I Feel Like a Fake": Uncovering the Relationship Between Impostor Phenomenon, Personality, and Achievement.
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300 $a 74 p.
500 $a Source: Dissertation Abstracts International, Volume: 80-02(E), Section: A.
500 $a Adviser: Bruce E. Winston.
502 $a Thesis (Ph.D.)--Regent University, 2018.
520 $a The seminal research on impostor phenomenon (IP) by Clance and Imes (1978) described it as an experience of highly successful individuals who are unable to internalize their success. The current research found that a person's achievements could lead to feelings of self-doubt, a fear of failure, and ultimately feelings of phoniness. Over the past several decades, researchers have explored IP and its relationship to several factors. However, much of the early research on the phenomenon has included samples of undergraduate and graduate students and focused mainly on the understanding that IP is an experience of highly successful individuals. This study adds to the growing body of knowledge on IP and the factors that can predict a person's experience with the phenomenon. The study specifically sought to understand the predictive relationship between the big five personality traits (Goldberg, 1990) and IP while controlling for level of achievement. Level of achievement was measured using three levels: employee, middle management, and senior or executive management. The sample included 190 working adults ages 18 and older. Through hierarchical regression analysis, it was found that while level of achievement was a significant predictor of IP, neuroticism or emotional stability was the most significant predictor of IP. The study contributes to the literature that seeks to expand the understanding of IP within a workplace context.
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