Abstract
The selection process within organizations is susceptible to shortcomings that can have profound implications for the newly hired individual as well as the organization. Yet overreward in the selection process has received very little attention in the literature. In this article we investigate the impostor phenomenon as an outcome of overreward and its influence on organizational commitment and organizational citizenship behaviors. It is further suggested that the influence of the impostor phenomenon on these outcomes will be influenced by an individual's core self-evaluations, as well as equity sensitivity. Implications for future research and practice are also suggested.