Imposter Phenomenon in US Physicians Relative to the US Working Population

Building a More Diverse, Equitable, and Inclusive Culture: Overcoming Impostor Phenomenon and Microaggressions in Gastroenterology

“…MA and IP are commonly experienced in healthcare and can lead to burnout, stunted career progression, and poor mental health (6,7). In a survey of 588 surgeons and anesthesiologists, 94% of females experienced sexist MA, and 81% of racial/ethnicminority physicians experienced racial/ethnic MA (6).…”

“…In a survey of 588 surgeons and anesthesiologists, 94% of females experienced sexist MA, and 81% of racial/ethnicminority physicians experienced racial/ethnic MA (6). In 3,116 physicians, nearly one in 4 survey respondents reported frequent or intense IP (7). Both studies showed an association between both MA and IP and burnout (6,7).…”

Survey Highlighting Impostor Phenomenon (SHIP): Evaluating the Prevalence of Impostor Phenomenon Among Physicians in a Military Treatment Facility

“…13 This study also evaluated IP among members of the United States working population and noted physicians endorsed greater intensity of IP than workers in other fields. 13 Although the study by Shanafelt et al noted higher burnout in active military practice and veterans' hospitals, those individuals accounted for a small portion of participants and the study did not distinguish between active-duty physicians and civilian physicians in the military healthcare system. 13 We sought to determine the prevalence of IP among physicians practicing in a military treatment facility.…”

Supportive learning environments, impression management and ‘strategic imposterism’: A word of caution

“…We have interacted with many residents who feel self‐doubt about their growing competence, despite positive feedback from multiple sources. In one instance, when reassured that they were growing in competence, one resident revealed what was behind that self‐doubt, responding, ‘Maybe I am just a good actor?’ Imposter phenomenon, the inaccurate self‐perception related to intellectual fraudulence, phoniness, undeserved achievement and self‐doubt, 9 can be associated with mood disorders, work–family conflict, job dissatisfaction and burnout 10,11 . High‐stakes assessment environments can amplify self‐doubt, forcing trainees to act competent and hide their uncertainty, negatively affecting their growth and development as doctors 6 .…”

“…Imposter phenomenon, the inaccurate self-perception related to intellectual fraudulence, phoniness, undeserved achievement and self-doubt, 9 can be associated with mood disorders, work-family conflict, job dissatisfaction and burnout. 10,11 High-stakes assessment environments can amplify self-doubt, forcing trainees to act competent and hide their uncertainty, negatively affecting their growth and development as doctors. 6 Alternatively, longitudinal relationships with supervisors can create an environment where the learner feels a sense of belonging and comfort, where learners can focus on their own growth by outwardly expressing themselves through embracing uncertainty and focusing on their development as a doctor.…”