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| Auteurs principaux: | , |
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| Format: | Recurso digital |
| Langue: | |
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Zenodo
2026
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| Accès en ligne: | https://doi.org/10.5281/zenodo.19426922 |
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Table des matières:
- <p>Despite significant progress in gender diversity initiatives, women remain underrepresented in leadership positions across academia, business, and industry. Among the less visible yet powerful obstacles to women’s advancement is imposter syndrome, a psychological phenomenon characterized by persistent self-doubt, fear of being exposed as incompetent, and the tendency to attribute success to external factors such as luck rather than ability. This study examines imposter syndrome as a critical psychological barrier that influences women’s leadership aspirations, decision-making confidence, and career progression. The research adopts a mixed-method approach, combining survey data with in-depth interviews to explore the prevalence, causes, and consequences of imposter feelings among women professionals. Key variables analysed include organizational culture, gender stereotypes, mentorship availability, and workplace support systems. The study also investigates how imposter syndrome affects leadership readiness, risktaking behaviour, and job satisfaction. Findings are expected to highlight that imposter syndrome not only reduces women’s willingness to pursue leadership roles but also impacts performance perceptions and career mobility. The paper concludes by recommending organizational interventions such as inclusive leadership development programs, mentorship networks, and psychological support mechanisms to mitigate imposter feelings and foster gender-equitable leadership environments. By addressing internal psychological barriers alongside structural inequalities, the research contributes to a deeper understanding of strategies required to enhance women’s leadership representation and advance gender equality</p>