工作场所中冒名顶替现象——现状与趋势

Workplace Impostor Phenomenon—Current Status and Future Trends

摘要: 随着组织行为学研究视角向员工心理和主观体验的不断延伸，工作场所中冒名顶替现象逐渐成为该领域的焦点议题之一。通过对工作场所中冒名顶替现象研究现状进行梳理，提出四方面建议：(1) 在概念界定与测量上，应摒弃早期“情感叙事”，将其属性重新锚定为“认为他人高估自己能力”的认知错位，并引入“特质–状态”连续体视角，以纠正以往研究中概念混淆与测量偏差。(2) 构建了基于“特质–情境”交互的前因框架，剖析其对个体情绪内耗、行为绩效、职业发展以及组织领导力的多层次影响。(3) 从心理韧性、领导成员交换和组织支持感等维度探讨干预其负面效应的边界条件。(4) 立足于中国组织情境，从“面子”文化、权力距离、差序格局以及人工智能时代的“技术性冒名顶替”等视角展望未来研究。本研究旨在厘清工作场所中冒名顶替现象的理论边界，同时为现代组织优化管理、实施精准人才心理干预提供理论依据。

Abstract: As the research perspective of organizational behavior increasingly extends to employees’ psychological states and subjective experiences, the workplace impostor phenomenon has gradually emerged as a focal topic in this field. By reviewing the current status of research on the workplace impostor phenomenon, this study proposes recommendations in four areas: (1) Regarding conceptualization and measurement, it is necessary to abandon early “emotional narratives”, re-anchor its core attribute as a cognitive misalignment where “individuals believe others overestimate their abilities”, and introduce a “trait-state” continuum perspective to rectify prior conceptual confusion and measurement biases. (2) We construct an antecedent framework based on the “trait-situation” interaction, dissecting its multi-level impacts on individual emotional exhaustion, behavioral performance, career development, and organizational leadership. (3) From the dimensions of psychological resilience, leader-member exchange, and perceived organizational support (POS), we explore the boundary conditions for mitigating its negative effects. (4) Grounding our analysis in the Chinese organizational context, we propose future research directions from the perspectives of “mianzi” culture, power distance, differential mode of association (chaxugeju), and the emerging “technological impostor phenomenon” in the era of artificial intelligence. Ultimately, this study aims to clarify the theoretical boundaries of the workplace impostor phenomenon, while providing a theoretical foundation for modern organizations to optimize management practices and implement targeted psychological interventions for talent.