In psychology, impostor syndrome refers to a cognitive distortion that prevents individuals
from experiencing a genuine sense of accomplishment in relation to their work performance.
The condition was first identified in 1978 by psychologists Pauline Rose Glance and
Suzanne Imes, who initially believed it to be a phenomenon primarily affecting women.
However, subsequent research has shown that impostor syndrome impacts approximately
70% of employees at some point in their careers. This study examines the prevalence
of the phenomenon among the surveyed workers, identifies who is most affected, and
explores its impact on individual performance and career development. Another important
objective is to determine the extent to which the syndrome hinders or, conversely,
motivates individual performance. The research was based on a questionnaire survey
conducted in spring 2022 among Hungarian employees. The survey assessed the prevalence
of impostor syndrome by gender, age, and education level. Respondents were also asked
about the age at which the phenomenon first appeared, the number of years of work
experience since its onset, and its perceived impact on their job performance. The
data were analysed using cross-tabulation and statistical testing. The results indicate
that impostor syndrome remains present in 86.4% of respondents, while only 13.6% reported
that it has diminished with age and work experience. The phenomenon primarily affected
women with a university degree, for whom it represented a persistent and ongoing sense
of internal anxiety. The intensity of impostor syndrome tends to decrease with age
and experience, showing a mild to moderate effect over time. Overall, the findings
suggest that the syndrome may have a slightly positive effect on performance, as its
inhibiting influence tends to weaken with increasing age. The findings of this study
provide valuable insights into the manifestation of impostor syndrome within the Hungarian
labour market and its implications for job performance. Moreover, they establish a
foundation for future international comparative studies, enabling analyses across
different cultural and economic contexts. Future research could expand the sample
size, explore sectoral and regional specificities, distinguish between managerial
and non-managerial roles, and examine the characteristics of impostor syndrome among
younger workers (under 25) who are at the beginning of their careers.
