A comprehensive evolutionary framework for understanding the maintenance of heritable behavioral variation in humans is yet to be developed. Some evolutionary psychologists have argued that heritable variation will not be found in important, fitness-relevant characteristics because of the winnowing effect of natural selection. This article propounds the opposite view. Heritable variation is ubiquitous in all species, and there are a number of frameworks for understanding its persistence. The author argues that each of the Big Five dimensions of human personality can be seen as the result of a trade-off between different fitness costs and benefits. As there is no unconditionally optimal value of these trade-offs, it is to be expected that genetic diversity will be retained in the population.

/pdf/the-evolution-of-personality-variation-in-humans-and-other-aiitzjz5h2.pdf

The Evolution of Personality Variation in Humans and Other Animals.

Impostor syndrome is increasingly presented in the media and lay literature as a key behavioral health condition impairing professional performance and contributing to burnout. However, there is no published review of the evidence to guide the diagnosis or treatment of patients presenting with impostor syndrome. To evaluate the evidence on the prevalence, predictors, comorbidities, and treatment of impostor syndrome. Medline, Embase, and PsycINFO (January 1966 to May 2018) and bibliographies of retrieved articles. English-language reports of evaluations of the prevalence, predictors, comorbidities, or treatment of impostor syndrome. Two independent investigators extracted data on study variables (e.g., study methodology, treatments provided); participant variables (e.g., demographics, professional setting); diagnostic tools used, outcome variables (e.g., workplace performance, reductions in comorbid conditions); and pre-defined quality variables (e.g., human subjects approval, response rates reported). In total, 62 studies of 14,161 participants met the inclusion criteria (half were published in the past 6 years). Prevalence rates of impostor syndrome varied widely from 9 to 82% largely depending on the screening tool and cutoff used to assess symptoms and were particularly high among ethnic minority groups. Impostor syndrome was common among both men and women and across a range of age groups (adolescents to late-stage professionals). Impostor syndrome is often comorbid with depression and anxiety and is associated with impaired job performance, job satisfaction, and burnout among various employee populations including clinicians. No published studies evaluated treatments for this condition. Studies were heterogeneous; publication bias may be present. Clinicians and employers should be mindful of the prevalence of impostor syndrome among professional populations and take steps to assess for impostor feelings and common comorbidities. Future research should include evaluations of treatments to mitigate impostor symptoms and its common comorbidities.

/pdf/prevalence-predictors-and-treatment-of-impostor-syndrome-a-rnnpnoz5sf.pdf

Prevalence, Predictors, and Treatment of Impostor Syndrome: a Systematic Review

Imposters have goals too: The imposter phenomenon and its relationship to achievement goal theory

The impostor phenomenon (IP) refers to the intense feelings of intellectual fraudulence, often experienced by high-achieving individuals. The purpose of this study is threefold: (1) examine the trait-relatedness of the IP; (2) investigate the potential impact of impostor tendencies on relevant work attitudes (i.e., job satisfaction and organizational commitment) and organizational citizenship behavior (OCB); and (3) explore whether workplace social support can buffer the potential harmful effects of impostor tendencies. Belgian employees (N = 201) from three different sectors participated in a cross-sectional survey study. Hierarchical regressions revealed that Big Five personality traits, core self-evaluations, and maladaptive perfectionism explain large proportions of the variance in impostor tendencies (∆R
 2 = .59). A relative weight analysis indicated self-efficacy as the most important predictor, followed by maladaptive perfectionism and Neuroticism. Further, results showed that employees with stronger impostor tendencies indicate lower levels of job satisfaction and OCB, and higher levels of continuance commitment. However, workplace social support buffered the negative effects of impostor tendencies on job satisfaction and OCB. Employees hampered by impostor tendencies could benefit from coaching programs that focus on the enhancement of self-efficacy and the alleviation of maladaptive perfectionistic concerns. Impostor tendencies have an impact on career attitudes and organizational behavior. Extra attention could be devoted to the assessment of this specific trait constellation in selection or development contexts. Interventions designed to increase social support are particularly relevant in this regard. Despite its relevance for contemporary work settings, the IP has barely been investigated in adult working samples.

Fear of being exposed: the trait-relatedness of the impostor phenomenon and its relevance in the work context

https://www.staff.ncl.ac.uk/daniel.nettle/journal%20of%20affective%20disorders.pdf

Evolutionary origins of depression: a review and reformulation.

The imposter phenomenon, achievement dispositions, and the five factor model

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The imposter phenomenon, achievement dispositions, and the five factor model