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Background <p>The Impostor Phenomenon (IP) is a psychological condition characterized by persistent self-doubt and fear of being exposed as a fraud despite objective success. This study aims to assess the prevalence of IP among nursing leaders (NLs) and explore its association with socio-demographic factors and innovation-related work behaviors.</p> Methods <p>A cross-sectional study was conducted among 255 nursing leaders at a Saudi tertiary care hospital, selected through purposive sampling. Data were collected using the validated 20-item Clance Impostor Phenomenon Scale (CIPS) and innovative work behavior (IWB). Descriptive statistics, chi-square tests (with effect sizes), and principal component analysis (PCA) were used to analyze IP prevalence, socio-demographic associations, and latent dimensions.</p> Results <p>Out of 255 participants, 56.1% were aged 30–39 years, 73.7% were female, and 62% were non-Saudi. A major proportion of nurses reported moderate to intense impostor phenomenon (IP) levels, with non-Saudi nurses (58.7%) experiencing more than Saudi nationals (46.2%) (χ² = 11.260, <i>p</i> = 0.010). The PCA revealed three IP factors, namely Self-Doubt (46.9% variance), Achievement Pressure (8.3%), and External Attribution of Success (6.0%). The study observed that innovative work behavior factors were negatively correlated, like correlation between opportunity exploration with external attribution (<i>r</i> = -0.24, <i>p</i> &lt; 0.001) and self-doubt (<i>r</i> = -0.31, <i>p</i> &lt; 0.001), while achievement pressure showed a positive association with idea generation (<i>r</i> = 0.42, <i>p</i> &lt; 0.001).</p> Conclusion <p>This study revealed that IWB among nursing leaders is influenced by socio-demographic factors and three core dimensions of the IP. This study highlights the need of developmental and psychological programs for nursing leaders especially to support realistic goal-setting, enhance constructive feedback, foster work innovation, and reduce the impostor phenomenon.</p>

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Impostor phenomenon among nursing leaders: Socio-demographic predictors and its impact on innovative work behavior

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2025年7月1日

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  • Hanan Alrashidi,
  • Eman A. Bomozah,
  • Turki S. Almutairi,
  • Hana Alkhaldi,
  • Wasaif Alqahtani,
  • Ali Alqahtani,
  • Faiza Aljarameez,
  • Muhammad Daniyal,
  • Abbas Al Mutair

摘要

Background

The Impostor Phenomenon (IP) is a psychological condition characterized by persistent self-doubt and fear of being exposed as a fraud despite objective success. This study aims to assess the prevalence of IP among nursing leaders (NLs) and explore its association with socio-demographic factors and innovation-related work behaviors.

Methods

A cross-sectional study was conducted among 255 nursing leaders at a Saudi tertiary care hospital, selected through purposive sampling. Data were collected using the validated 20-item Clance Impostor Phenomenon Scale (CIPS) and innovative work behavior (IWB). Descriptive statistics, chi-square tests (with effect sizes), and principal component analysis (PCA) were used to analyze IP prevalence, socio-demographic associations, and latent dimensions.

Results

Out of 255 participants, 56.1% were aged 30–39 years, 73.7% were female, and 62% were non-Saudi. A major proportion of nurses reported moderate to intense impostor phenomenon (IP) levels, with non-Saudi nurses (58.7%) experiencing more than Saudi nationals (46.2%) (χ² = 11.260, p = 0.010). The PCA revealed three IP factors, namely Self-Doubt (46.9% variance), Achievement Pressure (8.3%), and External Attribution of Success (6.0%). The study observed that innovative work behavior factors were negatively correlated, like correlation between opportunity exploration with external attribution (r = -0.24, p < 0.001) and self-doubt (r = -0.31, p < 0.001), while achievement pressure showed a positive association with idea generation (r = 0.42, p < 0.001).

Conclusion

This study revealed that IWB among nursing leaders is influenced by socio-demographic factors and three core dimensions of the IP. This study highlights the need of developmental and psychological programs for nursing leaders especially to support realistic goal-setting, enhance constructive feedback, foster work innovation, and reduce the impostor phenomenon.