ISSN: 2320-5407 Int. J. Adv. Res.

11(02), 01-08

Journal Homepage: -www.journalijar.com

Article DOI:10.21474/IJAR01/16211
DOI URL: http://dx.doi.org/10.21474/IJAR01/16211

RESEARCH ARTICLE
“A DESCRIPTIVE CORRELATIONAL STUDY TO ASSESS THE IMPACT OF IMPOSTER
SYNDROME ON BURNOUT AMONG CURRENTLY WORKING EMPLOYEES”

Mrs. Gyanendri Tomar, Ms. Prachi Arya and Ms. Sheetal Panwar
Department of Medical-Surgical Nursing.
……………………………………………………………………………………………………....
Manuscript Info Abstract
……………………. ………………………………………………………………
Manuscript History Background: People with Imposter Syndrome often feel they need to
Received: 05 December 2022 over-work and over-deliver on projects to avoid being found
Final Accepted: 09 January 2023 out. Researchers have identified a number of factors contributing to the
Published: February 2023 emergence of Impostorism, including perfectionism and family
environment.
Key words:-
Imposter Syndrome, Burnout, Objective: Thus this article studies the Correlation between Imposter
Employees, Emotional Exhaustion, Syndrome and Burnout among working people.
Depersonalization Research Design: A correlational research design was used to evaluate
the direction of the relationship between Imposter Syndrome and
burnout.Data related toimposter Syndrome was collected by using the
CIPs Scale and related to burn was gathered by using MBI Scale
among curren employees at Dehradun, Uttarakhand (2022).
Methodology: 50 employees who satisfied the inclusion criteria were
selected as a sample by using a Non-probability sampling technique.
An inventory containing a questionnaire was given to them after
consent i.e. taken from each employeebefore the study. A linear
approach i.e. linear regression was used to modeling the relationship
between Imposter Syndrome and Burnout.
Results: The major findings of Regression statistics Multiple R
(0.848771) indicates a strong relationship between imposter syndrome
and burnout and Analysis of variance shows a good model of
regression at alpha 0.05. P value (0.000170653) is less the value at the
o.o5 level of significance is less, so the null hypothesis is rejected.
Conclusion: The results revealed that there was a positive
correlationbetween Imposter Syndrome and Burnout among employees.
Copy Right, IJAR, 2023,. All rights reserved.
……………………………………………………………………………………………………....
Introduction:-
"Everyone is fine, except me,"

The ―Impostor Phenomenon‖ was first described by Dr Pauline Clance, from her observations in a clinical setting
(Clance, 1985). Individuals with the Impostor Phenomenon experience intense feelings that their achievements are
undeserved and worry that they are likely to be exposed as a fraud .The sense that you are a fraud and that you are
not as capable as people believe you to be is known as impostor syndrome. Despite being a "syndrome," it cannot
be recognized as a mental condition. In contrast, the phrase is more frequently used to refer to accomplishment and

Corresponding Author:- Mrs. Gyanendri Tomar 1

Address:- Department of Medical-Surgical Nursing.
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intelligence in particular, while it also has links with the social context and perfectionism. Simply explained,
imposter syndrome is the feeling that you are a fraud in some area of your life, regardless of whatever success you
may have experienced there. Merriam-Webster defines imposter syndrome as "chronic doubt over one's abilities or
accomplishments accompanied by the fear of being exposed as a fraud," regardless of evidence of one's ongoing
success ―Imposter syndrome has a number of typical characteristics, such as the inability to realistically assess your
skills and performance, blaming outside factors for your success, criticizing your work, fear that you won't live up
to expectations, overachieving, halting your own progress, self-doubt, setting extremely challenging goals, and
getting upset when you fail. Imposter syndrome can have a variety of factors, including poor upbringing, new career
or academic chances, flaws, social anxiety, and low self-efficacy. A number of typical characteristics of imposter
syndrome include: an inability to assess your skills and performance realistically; blaming external factors for your
success; criticizing your work; worrying that you won't live up to expectations; overachieving; obstructing your
own progress; and self-doubt.

Fig 1:- Impostor Phenomena (Clance, 1985).

In the general population, according to a more recent systemic analysis from 2020, the prevalence of IS ranged from
9% to 82%, while studies from the same year revealed that it varied from 22% to 60% among doctors and from
33% to 40% among trainee doctors. According to the most recent IS study, in the United States, 57% of pharmacy
students and 15% of medical students have IS. Indeed, the threat posed by IS to public health is becoming more and
more significant on a global and regional scale. For instance, among medical students, the prevalence of IS was
found to be 30% in the US, 45.7% in Malaysia, and 47% in Pakistan. Numerous studies have found that IS and
general psychological distress, as well as age, gender, and academic year, are strongly correlated. The study found
that moderate to severe IS had detrimental academic and psychosocial consequences on medical students. The
transition into clinical study can be extremely difficult and leave students feeling insecure. Additionally, a number
of studies have shown that IS has a detrimental impact on medical students' physical and emotional health. Because
they are not aware of their potential, people may miss out on possibilities.

Poor upbringing, new job or academic opportunities, faults, social anxiety, and low self-efficacy are only a few
causes of imposter syndrome. The ideologue the belief that you could have performed better if you weren't exactly
perfect is a symptom of this type of imposter syndrome. You feel like a phony since you don't think you're as good
as people think you are due of your perfectionistic impulses.

Objectives of the study:-

1. To find out the prevalence of Imposter Syndrome and burnout.
2. To find out the association of sociodemographic variable with Imposter Syndrome.
3. To find out the co-relation between Imposter syndrome and burn out syndrome.

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Hypothesis
(Level of Significance <0.05)
1. H1: There will be significant relation between Imposter syndrome and selected demographic variables.
2. H2: There will be significant correlation between Imposter syndrome and burnout.

Material and Methods:-

A correlational study was conducted from July to August 2022 at Dehradun, Uttarakhand, after taking informed
consent from employees by using a self-administered validated questionnaire containing socio-demographic
variables and symptoms of burnout using Clance imposter Phenomenon scale (CIPS) to assess the prevalence and
degree of severity of imposter syndrome and burn out syndrome using Maslach burnout inventory scale among
currently working persons on basis of convenient sampling technique. The data was collected and analysed the
prevalence of burnout syndrome was assessed by summation of answers to all 40 items with a range of 0-57. More
than 23>were considered as burnout.

Result:-
Table 5.1:- Description of socio-demographic variables of the samples.
S.No. VARIABLES CATEGORIES FREQUENCY PERCENTAGE (%)
1. Age 20-30 year 30 60
31-40 year 17 34
41-50 year 03 6
2. Gender Male 18 36
Female 32 64
3. Job Private 22 44
Government 28 56

The above table shows that among 50 samples, with regards to age 30 (60%) samples belonged to 20-30 years of
age ,17 (34%) belonged to 31-40years of age and 3(6%) belonged to 41-50 years of age. According to gender 18
(36%) of them were male and 32 (64%) were female. With regards to Job 22 (44%) of them are working in private
industry and 28 (56%) were working in government industry.

Table 5.2:- Association with sociodemographic variables.

Imposter parameters Chi 2 Df P value Significance level
(0.05)
Age 62.38 12 8.266 insignificant
Gender 53.6392 9 2.210 insignificant
Type of job 52.650 9 3.40 Insignificant

Burnout parameters Chi 2 Df P value Significance level

Emotional exhaustion (0.05)
Age 50.632 12 0.0000108 insignificant
Gender 48.479 9 2.0779 insignificant
Type of job 47.327 9 3.417 insignificant

Burnout parameters Chi 2 Df P value Significance level

Personal accomplishment (0.05)
Age 19.755 12 0.0718 insignificant
Gender 19.864 9 0.0187 insignificant
Type of job 21.144 9 0.012 insignificant

Burnout parameters Chi 2 Df P value Significance level

depersonalization (0.05)
Age 52.453 12 5.150 insignificant
Gender 44.046 9 0.000 insignificant
Type of job 43.115 9 20531 insignificant

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The above tables shows that there was no association between Imposter syndrome and sociodemographic variables
such as age, gender and type of job at significance level of 0.05. As well as there is no association of parameters of
burnout such as emotional exhaustion, personal accomplishment and depersonalization with sociodemographic
variables at significance level of 0.05.

Table 5.3:- Prevalence of Imposter Syndrome.

Ranges Severity Job Age Gender
Private Gov. 20-30 31-40 41-50 Male Female
0-25 mild 1 1 2 0 0 1 1
26-50 mod 8 7 9 6 2 7 8
51-75 severe 14 17 18 11 1 10 21
76-100 very severe 0 2 1 0 0 0 2

The above table shows that out of private employees 2% were mild, 16% were moderate, and 28 % were having
severe Imposterism. None of them were suffering from severe Imposterism. Out of government employees, 2%
were mild, 14% were moderate, 34% were severe, and 4 % were having very severe Imposterism in this study.

Regarding age between the age group of 20-30 years 4% were mild, 18% were moderate, 38% were severe, and 2%
were having very severe Imposterism. Between the age group of 31-40 years, 12% were moderate, 22 % were
having severe Imposterism. Out of them none has shown mild and very severe Imposterism. Between the age group
41-50, 4% were moderate, 2% were having severe Imposterism. None were having mild and very severe
Imposterism in this age group in this study.

Regarding gender among males 2% were mild, 14% were moderate and 20% were having severe Imposterism and
none of were having very severe Imposterism. Among females 2% were mild,16% were moderate,42% were severe
and , 4% were having very severe Imposterism.

Table 6.1:- Prevalence of Burnout (Emotional Exhaustion).

EMOTIONAL EXHAUSTION
Ranges Severity Job Age Gender
Private Gov. 20-30 31-40 41-50 Male Female
0 -9 Low degree 2 5 5 1 1 4 3
10-18 Moderate 13 15 15 11 2 10 18
degree
19-27 High degree 7 7 9 5 0 4 10
28- 36 Very high 0 1 1 0 0 0 1
degree

The above table shows the severity of emotional exhaustion among private employees was, 4% low degree, 26%
moderate degree, and 14 % high degree. None of them has shown very high degree of emotional exhaustion.
Government employees with severity of emotional exhaustion were, 10% low degree, 30% moderate degree, and
14% high degree, and 2% very high degree.

In reference to age, severity of emotional exhaustion between the age group of 20-30 years was 10% low degree,
30% moderate, 18% high degree, and 2% very high degree. Between the age group of 31-40 years was, 2% low
degree, 22 % moderate degree 10% high degree emotional exhaustion. Out of them, none has shown a very high
degree of emotional exhaustion. Between the age group 41-50 years was, 2% low degree and, 4% moderate degree
of emotional exhaustion. None were having high and very high degree of emotional exhaustion.

Regarding gender Severity of emotional exhaustion among males were 8% low degree and, 20% moderate degree
8% high degree. None of them has shown high and very high degree of emotional exhaustion. Among females
severity of severity emotional exhaustion was 6% low degree 36% moderate degree 20% high degree and 2% very
high degree.

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Table 6.2:- Prevalence of Burnout (Personal Accomplishment).

PERSONAL ACCOMPLISHMENT
Ranges Degree Job Age Gender
Private Gov. 20-30 31-40 41-50 Male Female
0-8 Low degree 0 0 0 0 0 0 0
9-16 Moderate degree 5 2 5 2 0 2 5
17- 24 High degree 12 16 17 9 2 9 19
25 - 32 Very High degree 5 10 8 6 1 7 8

The above table shows the degree of personal accomplishment among private employees was, 0% low degree, 10%
moderate degree, and 24 % high degree 10 very high degree. Government employees shows the degree of personal
accomplishment was, 0% low degree, 4% moderate degree, 32% high degree, and 20% very high degree.

In reference to age, degree of personal accomplishment between the age group of 20-30 years was 0% low degree,
10% moderate degree, 34%high degree and 16% very high degree. Degree of personal accomplishment between the
age group of 31-40 years was, 4% moderate degree, 18 % high degree and 12% very high. Degree of personal
accomplishment between the age group 41-50 years was, 0% low degree, 0% moderate degree, 4% high degree and
2 % very high degree.

Regarding gender degree of personal accomplishment among males were 4% moderate degree and, 18% high
degree 14% very high degree. Degree of personal accomplishment among females was 10% moderate degree, 38%
high degree and 16% very high degree and 2% very high degree.

Table 6.3:- Prevalence of Burnout (Depersonalization).

DEPERSONALIZATION
Ranges Severity Job Age Gender
Private Gov. 20-30 31-40 41-50 Male Female
0 -5 Low degree 2 6 3 3 2 5 3
6-10 Moderate degree 15 14 16 12 1 10 19
11-15 High degree 4 8 10 2 0 3 9
16-20 Very high degree 1 0 1 0 0 0 1

The above table shows the severity of depersonalization among private employees were, 4% low degree, 30%
moderate degree, and 8 % high degree, and 2 % very high degree. Government employees with severity of
depersonalization were, 12 low degree, 28% moderate degree, and 16% high degree, and none of them has shown
a very high degree of depersonalization.

In reference to age severity of depersonalization between the age group of 20-30 years was 6% low degree, 32%
moderate, 20% high degree, and 2% very high degree. Between the age group of 31-40 years was, 6% low degree,
24 % moderate degree 4% high degree depersonalization. Out of them, none has shown a very high degree of
depersonalization. Between the age group 41-50 years was, 4% low degree and, 2% moderate degree of
depersonalization. None were having high and very high degree of depersonalization.

Regarding gender Severity of depersonalization among males were 10% low degree and, 20% moderate degree 6%
high degree. None of them has shown high and very high degree of depersonalization. Among females severity of
depersonalization was 6% low degree 38% moderate degree 18% high degree and 2% very high degree.

Table 7:- Linear regression between Imposterism and burnout.

SUMMARY
OUTPUT

Regression Statistics
Multiple 0.848770
R 681

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R Square 0.720411
669
Adjusted 0.714586
R Square 912
Standard 4.773515
Error 37
Observati 50
ons

In the table of Regression statistics Multiple R (0.848771) indicates a strong relationship between
imposter syndrome and burnout.

ANOVA
Df SS MS F Significa
nce F
Regressio 1 2818.250 2818.250 123.6809 6.9729E-
n 449 449 847 15
Residual 48 1093.749 22.78644
551 898
Total 3912
49

The table of Analysis of variance shows a good model of regression at alpha 0.05.

Coefficie Standard t Stat P-value Lower Upper Lower Upper

nts Error 95% 95% 95.0% 95.0%
Intercept 12.56334 3.081427 4.077117 0.000170 6.367716 18.75896 6.36771 18.75896
205 476 552 653 862 724 686 724
X 0.624750 0.056176 11.12119 6.9729E- 0.511800 0.737701 0.51180 0.737701
Variable 709 579 529 15 126 292 013 292
1

The table shows the p-value is less the value at the o.o5 level of significance is less, so the null hypothesis is
rejected.

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X
90

80

70

60

50

40

30

20

10

0
0 10 20 30 40 50 60 70 80

Fig.2:- Line of best fit.

Discussion:-
The present study was conducted to evaluate the impact of imposter syndrome on burnout among currently working
people. The investigator collected the samples by Non-Probability convenient Sampling Technique. The
investigator collected the data by using the modified Clance Imposter Phenomenon scale and Maslach burnout
inventory to evaluate the level of imposter syndrome as well as burnout among employees. The investigator used a
correlational prospective research design. The tool consists of demographic variables, Clance Imposter Phenomenon
scale, and Maslach burnout inventory scale. The main study was conducted in the month of July to August 2022, on
50 working people who met the inclusion criteria, who were selected by a non-Probability convenient sampling
technique. After the selection of samples, all three tools were used to collect information related to the sample’s
personal details, level of imposter syndrome as well as burnout syndrome. Descriptive statistics (frequency,
percentage, mean, standard deviation) and inferential statistics (linear regression model) were used to analyze the
data, and to make the prediction about the negative impact of imposter syndrome on burnout. The data identified
from the present study shows that there was a statistical significance of the relationship between burnout and
imposter syndrome.

Founder of an IS consultancy Ms. Clare Josa also the author of ―Ditching Imposter Syndrome, says that there is a
link between Imposter syndrome and burnout. She conducted a study on 2000 workers in the UK. The result of the
study has shown that 62% were struggling with Imposterism and 34% were at high risk of burning out. On the basis
of the study, she concluded that imposter syndrome is a predictor for burnout.

Conflict Of Interest
The authors declare that they have no competing interests. Ethics declarations Ethics approval and consent to
participate. State College of Nursing, institute’s Ethics Committee reviewed this study and granted ethical approval.
Consent has been obtained from participants.

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Hospital

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