ArticleBMC nursing2025
Impostor phenomenon among nursing leaders: Socio-demographic predictors and its impact on innovative work behavior.
Article in BMC nursing, 2025. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.
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Abstract
backgroundThe 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.
methodsA 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.
resultsOut 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).
conclusionThis 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.
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