Akam-Baxter Eman, O'Brien Christine M, Sinharay Sanhita, Clavijo-Jordan Veronica, Rodriguez Susana Bulnes, Ijoma Jenny Nneka, Kustagi Anmol, Sahn Mahnue, Diop Fatoumata, Mack Kyeara, Malonza Natasha, Alvarez Natalia Herrero
Cardiovascular Research Center, Department of Medicine, Massachusetts General Hospital, Harvard Medical School, 149 13th Street, Charlestown, MA, USA.
Department of Biomedical Engineering, Washington University in St. Louis, St. Louis, MO, USA.
Mol Imaging Biol. 2025 Feb;27(1):17-22. doi: 10.1007/s11307-024-01971-5. Epub 2025 Jan 7.
The imposter phenomenon (IP) is a destructive set of beliefs, traits, and experiences in which high-achieving individuals fail to internalize their accomplishments and falsely perceive themselves as frauds. IP is a function of underrepresentation and contributes to and perpetuates a cycle of low self-worth, perfectionism, and anxiety, all of which negatively affect job performance and reinforce the IP cycle. Mitigating the deleterious effects of IP requires first naming this phenomenon and recognizing the patterns of IP. In this article, we summarize pertinent social science literature on this topic and share experiences of IP as told by the authors and anonymous contributors. We highlight the potential destructive effects of IP, as well as strategies that mentors and trainees can utilize to counter this phenomenon.
冒名顶替现象（IP）是一组具有破坏性的信念、特质和经历，在这种现象中，高成就者无法将自己的成就内化为自身的能力，反而错误地认为自己是骗子。冒名顶替现象是代表性不足的一种表现，它导致并延续了自我价值感低、完美主义和焦虑的循环，所有这些都会对工作表现产生负面影响，并强化冒名顶替现象的循环。减轻冒名顶替现象的有害影响首先需要识别这一现象并认识到其模式。在本文中，我们总结了关于这一主题的相关社会科学文献，并分享了作者和匿名投稿者讲述的冒名顶替现象的经历。我们强调了冒名顶替现象的潜在破坏作用，以及导师和学员可以用来应对这一现象的策略。
