Table 1.

Summary of studies investigating the impostor phenomenon and work-relevant variables.

Study	Sample(s)	Work-relevant outcome variables	Effects
Jöstl et al., 2012	631 (62% female) doctoral students	Research self-efficacy	−0.09*
McDowell et al., 2015	588 (33% female) university staff	Self-efficacy	−0.36**
		Perceived organizational support	−0.10*
Grubb and McDowell, 2012	588 (33% female) university staff	Organizational citizenship behavior	−0.32***
		Affective commitment	−0.11**
		Continuance commitment	0.20***
Vergauwe et al., 2015	201 (58% female) employees	Job satisfaction	−0.29***
		Organizational citizenship behavior	−0.35***
		Affective commitment	−0.11
		Continuance commitment	0.22**
Bechtoldt, 2015	190 (35% female) managers	Biased task-delegation decisions	0.10–0.22*
Neureiter and Traut-Mattausch, 2016	212 (70% female) employees	Career planning	−0.23***
		Non-observable career striving	−0.12
		Observable career striving	0.14*
		Motivation to lead	−0.19**
Neureiter and Traut-Mattausch, 2016	110 (50% female) employees	Career planning	−0.76***
		Career striving	−0.51***
		Motivation to lead	−0.58***

^*p < 0.05,

^**p < 0.01,

^***p < 0.001.