Women’s career and imposter syndrome: moderating effects of female role model and diversity management in the hospitality and tourism sector

Purpose

This study aims to examine the influence of imposter syndrome on women’s careers in the hospitality and tourism industry drawing on the role congruity theory of prejudice.

Design/methodology/approach

Employing cross-sectional design, this research analyzed quantitative data from 574 women at various managerial levels using the Structural Equation Modeling (SEM) technique.

Findings

The results show that imposter syndrome significantly impacts women employees’ engagement and organizational commitment. The study found that higher levels of diversity management and female role models have a stronger moderating effect on the relationship between imposter syndrome, career expectations, work-family balance, employee engagement, career advancement and organizational commitment whilst lower levels of diversity management and female role models have a weaker moderating effect on these relationships.

Research limitations/implications

This study presents a new theoretical perspective on female employees’ challenges to career advancement. It expands the knowledge of imposter phenomenon and role congruity theory of prejudice, illustrating how imposter syndrome can be influenced not only by individual traits but also by institutional, situational or stereotypical factors.

Practical implications

This work provides valuable insights for hotel policymakers and managers to implement policies that alleviate imposter syndrome and contribute to women’s career development and gender equality in workplaces.

Originality/value

This study can serve to raise awareness of women’s issues in the workplace and offer insightful guidance to organizations to promote diversity and women’s leadership. These pertain to how realistic human resources policies can be used to promote the well-being of hospitality and tourism women employees.