İMPOSTOR FENOMENİNİN BİR İNCELEMESİ: İŞ ERTELEMEYLE İŞGÖREN PERFORMANSI ÜZERİNDEKİ ETKİSİ VE MÜKEMMELİYETÇİLİK İLE İLİŞKİSİ

Year 2025, Volume: 2 Issue: 50, 65 - 91, 04.01.2026

Billur Gülşah Savaş , Ülkü Uzunçarşılı

https://doi.org/10.35343/kosbed.1811987

Abstract

İmpostor fenomeni, genellikle başarılı insanların kendi başarılarını içselleştirememesi ve hissettikleri sahtelik duygusudur. Bu çalışmada iş yerinde impostor fenomeninin iş erteleme, işgören performansı ve mükemmeliyetçilik davranışları ile doğrudan ve dolaylı ilişkilerini incelemek amaçlanmıştır. Bu amaca yönelik olarak oluşturulan hipotezleri test etmek için 403 işgörenden anket yoluyla toplanan veriler AMOS ve SPSS programları kullanılarak analiz edilmiştir. Araştırma sonuçları impostor fenomenin iş erteleme ve mükemmeliyetçilik üzerinde pozitif, işgören performansı üzerinde ise negatif yönlü anlamlı etkileri olduğunu göstermiştir. Ayrıca bulgular değişkenlerin işgörenlerin cinsiyet özelliklerine göre farklılaştığını da ortaya koymuştur. Literatürde impostor fenomeninin örgütsel davranış boyutlarını bir arada inceleyen kapsamlı modellerin sınırlı olması, bu araştırmanın temel katkısını oluşturmaktadır. Bu doğrultuda önerilen İmpostor Fenomeni’nin Çok Düzeyli Kuramsal Modeli, bireysel, kişilerarası ve örgütsel süreçleri bütünleştirerek impostor fenomeninin çok boyutlu etkilerini açıklayan özgün bir teorik çerçeve sunmaktadır. Bulgulardan yola çıkarak işgörende impostor fenomeninin yarattığı olumsuz etkilerin azaltması ve ortadan kaldırılması için uygulamalar geliştirilmesi önerilmektedir.

Keywords

İmpostor Fenomeni , İş Erteleme , İşgören Performansı , Mükemmeliyetçilik , İmpostor Femomeni'nin Çok Düzeyli Kuramsal Modeli

A STUDY OF THE IMPOSTOR PHENOMENON: ITS EFFECT ON EMPLOYEE PERFORMANCE AND ITS RELATIONSHIP WITH PERFECTIONISM

Abstract

The impostor phenomenon refers to the feeling of self-doubt and perceived fraudulence experienced by individuals who are objectively successful yet unable to internalize their achievements. This study investigates the direct and indirect relationships between the impostor phenomenon, procrastination, employee performance, and perfectionism in the workplace. Data were collected from 403 employees through a survey and analyzed using AMOS and SPSS programs. The results indicate that the impostor phenomenon has significant positive effects on procrastination and perfectionism, and a significant negative effect on employee performance. Findings also reveal that these variables differ according to the gender characteristics of the employees. Addressing a notable gap in the literature, this study proposes the Multi-Level Theoretical Model of the Impostor Phenomenon, which integrates individual, interpersonal, and organizational processes to explain its multidimensional effects. Based on the results, practical strategies are suggested to mitigate the negative organizational impacts of the impostor phenomenon.

Keywords

Impostor Phenomenon , Procrastination , Employee Perfomance , Perfectionism , Multi-Level Theretical Model of the Impostor Phenomenon

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