Linking Imposter Syndrome to Voice Solicitation

Abstract Book of the 7th International Conference on Research in Human Resource Management

Year: 2025

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Linking Imposter Syndrome to Voice Solicitation

Sumit Ghosh

ABSTRACT:

Impact of personal factors such as “ego defensiveness”, lack of “self-efficacy” on supervisors’ aversion toward employee voice have been studied in the past (Fast et al.,2014 pp 1023 to 1034). In recent past, studies on imposter syndrome have occupied significant space in literature (Gullifore et al.,2024). Imposter syndrome, mostly considered as a trait, is an individual’s belief that one has faked his/her competencies and is afraid of getting caught (Gullifore et al.,2024 p235; Clance & Imes, 1978 p241). As low self-efficacy is a predictor of voice aversion (Fast et al., 2014), it is argued that Imposter syndrome will also predict voice aversion among supervisors. Pannhausen et al., (2022) argued that maladaptive perfectionism is a better predictor of imposter syndrome than other facets of perfectionism. Dudău, D. P. (2014 p 129) contented that ‘self-evaluative’ perfectionism significantly predicted imposter syndrome over ‘conscientious’ perfectionism. Based on the above studies, it is proposed that Conscientious perfectionism-based imposter syndrome will be positively related to voice solicitation. Self-evaluative perfectionism-based imposter syndrome will be negatively related to voice solicitation.

Keywords: Correlations, Perfectionism, Questionnaire, Survey, Voice Aversion