Workplace economics – How does the Impostor Syndrome affect organisational output?

The contemporary economic discourse has increasingly focused on the interplay between individual psychological factors and organizational performance. This investigation investigates the phenomenon of impostor syndrome, which is characterized by a ubiquitous sense of self-doubt and the apprehension of being exposed as a fraud despite the presence of apparent competence, and its influence on organizational output. The article investigates the way impostor syndrome is expressed within workplace hierarchies and teams by utilizing interdisciplinary frameworks from organizational psychology, behavioural economics, and management science. By utilizing a mixedmethods approach that incorporates survey data, in-depth interviews, and case studies, we identify critical patterns that connect impostor syndrome to impaired collaboration, reduced productivity, and decreased innovation. Our results underscore a paradox: in the short term, individuals with impostor syndrome may overcompensate by exhibiting high performance; however, the cumulative effects of chronic stress and exhaustion can undermine long-term organizational objectives. The investigation also assesses potential mitigation strategies, such as targeted mental health interventions, organizational culture adjustments, and leadership training. This research provides policymakers, managers, and scholars with actionable insights to improve workplace efficiency and employee well-being by clarifying the economic and operational implications of impostor syndrome.