This study examines the relationships among narcissism, workplace ostracism, and imposter syndrome in organizational settings, with a particular focus on the mediating role of workplace ostracism. Drawing on Conservation of Resources (COR) theory, the study proposes that interpersonal exclusion serves as a key mechanism through which narcissistic tendencies influence employees’ self-perceptions. Data were collected from 300 employees in the information technology sector using a cross-sectional survey design. The results, based on regression and mediation analysis using PROCESS macro, indicate that narcissism is positively associated with workplace ostracism and imposter syndrome. Workplace ostracism was also found to significantly predict imposter syndrome and partially mediate the relationship between narcissism and imposter syndrome. These findings suggest that interpersonal dynamics play a critical role in shaping employees’ psychological experiences, particularly in environments where social validation is limited. The study contributes to the literature by integrating personality traits and workplace social processes to explain imposter-related outcomes. It also highlights the importance of addressing subtle forms of workplace exclusion to enhance employee well-being, especially in the context of evolving and digitally mediated work environments.
Narcissism, Workplace Ostracism, Imposter Syndrome, Employee Well-being, Organisational Behaviour.
. Workplace Ostracism as a Mediator Between Narcissism and Imposter Syndrome: Implications for Employee Well-being in the Future of Work. Indian Journal of Modern Research and Reviews. 2026; 4(4):206-212
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