Impostor phenomenon in human resource management within the era of artificial intelligence

Abstract

Orientation: The global adoption of artificial intelligence (AI) is transforming organisations, including in South Africa, where human resource management (HRM) professionals increasingly use AI-enabled systems. While AI offers efficiency, it creates psychological challenges, notably the impostor phenomenon (IP), where professionals doubt their competence and credit success to external factors like AI.
Research purpose: This study explored how AI adoption is perceived by HRM practitioners to relate to experiences of the IP and examined the implications of IP for practitioners’ perceived professional confidence in AI-driven contexts.
Motivation for the study: Despite growing research on AI-in-HRM, its psychological impact remains understudied. Addressing this gap is vital to ensure AI adoption enhances performance without undermining professional confidence.
Research approach/design and method: A qualitative design was employed. Semi-structured online interviews were conducted with HR managers in South Africa (n = 15). Data were transcribed verbatim and analysed using thematic analysis to generate key themes.
Main findings: Participant accounts suggest that AI adoption heightened feelings of self-doubt among HRM professionals, with many attributing workplace achievements to AI systems, luck or external support. Participants described IP as eroding their confidence, reducing ownership of achievements and affecting work engagement.
Practical/managerial implications: HR leaders should embed AI training within human resource development (HRD) programmes, implement performance appraisal systems that recognise both human and AI contributions, and design interventions to strengthen self-efficacy.
Contribution/value-add: This study offers interpretive insights into how IP is experienced in AI-driven contexts and offers actionable insights for fostering resilience and adaptability among HRM professionals in South Africa.