THE RELATIONSHIP BETWEEN IMPOSTOR PHENOMENON AND ORGANIZATIONAL COMMITMENT AMONG EMPLOYEES
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Abstract
Generation Z is a generation known as digital natives, prioritizes value and career development in the workplace, and is in transition. There is a crucial phenomenon in Generation Z employees, where 69% of Generation Z employees in Indonesia show high exit intentions. Exit intention can be influenced by organizational commitment (OC). There are several things related to the level of individual OC, one of which is impostor phenomenon (IP). Research on the relationship between IP and OC has been conducted, but there are inconsistencies in the results. Therefore, this study aims to see more detailed results with the specific participant on Generation Z. The method used is quantitative non-experimental, with data collection techniques in the form of purposive sampling. This study uses measuring instruments in the form of Organizational Commitment Scale (OCS) and Clance Impostor Phenomenon Scale (CIPS). Participants in this study totaled 312 employees from the Jabodetabek area. The results of the main data analysis were processed with the Pearson Correlation test and showed that there was a significant positive and significant correlation between IP and OC. Further analysis shows that IP was significantly correlated with the dimensions of continuance commitment and normative commitment. However, no relationship was found between IP and the affective commitment.
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