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Imposter phenomenon is defined as a self-perception of intellectual fraudulence despite achieving objective success and accomplishments. Imposter phenomenon has been rigorously explored among high-achieving career professionals. The present qualitative study is an attempt to explore imposter phenomenon experiences among female software engineers in the Indian Information and Technology sector. The data, derived through in-depth and semi-structured interviews, has been analysed through a hybrid of an inductive and a theoretical thematic analysis method. Clance and Imes’ (1978, Psychother: Theory Res Pract, 15(3):241) article, “The Imposter Phenomenon in High Achieving Women: Dynamics and Therapeutic Intervention,” has been used for screening the sample and also, as a theoretical lens. The study reveals that external attribution of success, fear of failure, anxiety, and devaluing accomplishments are core psychological processes associated with the imposter phenomenon experience. The current work further found that parenting patterns characterized by lack of praises, comparison among siblings, lack of trust in children’s potential, and strict gender values are significant antecedents of Imposter Phenomenon.

26:T53c,

Growing competition and the increasing need for adaptability often require organizations to switch and convert themselves according to the demand of circumstances. In this process of reformation, employee performance gets affected by many aspects. Aiming at connecting two broad occupational concepts this article analyses and tests the effect of Job Design and Ergonomics on Employee Performance and the relatedness of Job Design and Ergonomics. The research was conducted in 32 organizations, having managers and supervisors at about 64 categories of designations handling teams of workers in the manufacturing units, of the automotive sector of India. This quantitative study, based on a sample collected through 5 points Likert scale questionnaires, was analysed using Confirmatory Factor Analysis (CFA), correlation, and multivariate regression analysis. The results manifested that CFA model and regression analysis described a significant impact of Job Design and Ergonomics on Employee Performance. The correlation outcomes revealed that Job Design and Ergonomics were well connected having p-value of .00, p < .005. The findings suggested, while focusing on improving the employee upshot, it becomes necessary for organizations to include Ergonomics in Job Design as a Design for Safety.

27:T4ba,

The poor performance of many public sector undertakings in India, due to ill-structured reward strategy and the resulti