Abstract
The purpose of this dissertation-in-practice was to understand the relationship betweenthe workplace cultural factors of fair treatment and ostracism, and non-profit employees’
personal experiences of impostor phenomenon (IP). This quantitative study aimed to
provide non-profit sector leaders with opportunities to improve their human resources
practices and positively impact employee experiences. Researchers have historically
attempted to explain the causes and effects of IP in terms of the individual. In this study,
IP was examined in terms of an individual’s identity as well as more expansive social and
cultural factors. Traditional examinations of fair treatment and workplace ostracism were
also broadened to include issues of organizational justice and perceived organizational
support. The study utilized instrument-based survey questions to assess levels of impostor
phenomenon, perceived ostracism, and perceptions of fair treatment in 95 employees of
diverse small, midwestern, non-profit organizations. Statistically significant relationships
between all three factors were identified, as well as relationships between IP and
household salary, gender identity, and parental education. Acknowledging the complex
intersectionality of individuals’ identities and deeply entrenched societal power structures
in which individuals live and work, an integration-and-learning approach to
organizational culture change was recommended.
Keywords: impostor phenomenon, workplace ostracism, fair treatment,
intersectionality, integration-and-learning