Title: Investigation of the relationships between the Imposter Phenomenon, personality, reaction to feedback, perceived career barriers and perceived job stressors

Ethics Approval Number: 2011/083

Researchers: Hanna Baradja, Rachael Yeo, Maria Escalona and Lin Jing Yang

Supervisor: Dr Graeme Ditchburn

Imposter Phenomenon (IP) is characterised by negative behaviours and thoughts that result in an individual feeling like an intellectual phoney (Clance & Imes, 1987). It has previously been suggested that individuals with IP are averse to evaluative situations, which may or may not include receiving feedback. The primary aim of this study is to explore the interactions between the variables IP, Reaction to Feedback, and Conscientiousness and Emotional Stability subscales based on the Personality 5 Factor Scales. Participants (n=160) took part in completing a questionnaire which included the Clance Imposter Phenomenon Scale (CIPS) (Clance, 1985), Personality 5 Factor Scale (Goldberg, 1992), and the Reaction to Feedback Scale. The results showed a significant positive correlation between IP and Reaction to Feedback, and negative correlations between Emotional Stability and Reaction to Feedback, as well as Emotional Stability and IP. In addition, there was an unexpected negative correlation between Conscientiousness and IP, previously expected to be positive. It should also be noted that IP and Emotional Stability had a predictive effect on Reaction to Feedback. From these results, it may be suggested that individuals with IP, or markers of Emotional Stability, are averse and have negative attitudes to receiving feedback. This has organisational implications in a variety of settings, including the area of performance reviews, job satisfaction, and job involvement (Lewisohn, Mischel, Chaplin, & Barton, 1980; Robbins, Waters-Marsh, Cacioppe, & Millett, 1994).