<![CDATA[Abstract. This study aimed to examine the effect of Impostor Syndrome on Burnout and to describe the levels of both variables among Generation Z employees in the banking sector in Bandung City. A quantitative approach with a cross-sectional predictive design was employed. The study did not aim to establish causality, but to assess the predictive contribution of Impostor Syndrome to Burnout. Participants were 120 Generation Z employees aged 21–29 years. Impostor Syndrome was measured using the 12-item Clance Impostor Phenomenon Scale, while Burnout was measured using the 22-item Maslach–Trisni Burnout Inventory. Simple linear regression showed that Impostor Syndrome had a positive and significant effect on Burnout (B = 1.207; β = 0.667; t = 9.734; p < 0.001), with R² = 0.445. Descriptive results indicated that 51.7% of respondents had a moderate level of Impostor Syndrome and 68.4% had a moderate level of Burnout. These findings indicate that Impostor Syndrome explained 44.5% of the variance in Burnout, while the remaining 55.5% was explained by other factors. Therefore, higher Impostor Syndrome was associated with higher Burnout. Organizations should provide mentoring, coaching, and social support to promote employee well-being. Abstrak. Penelitian ini bertujuan untuk menguji pengaruh Impostor Syndrome terhadap Burnout serta mendeskripsikan tingkat kedua variabel tersebut pada karyawan Generasi Z di sektor perbankan Kota Bandung. Penelitian ini menggunakan pendekatan kuantitatif dengan desain cross-sectional yang bersifat prediktif. Penelitian ini tidak bertujuan menetapkan hubungan sebab-akibat, melainkan menilai kontribusi prediktif Impostor Syndrome terhadap Burnout. Partisipan penelitian berjumlah 120 karyawan Generasi Z berusia 21–29 tahun. Impostor Syndrome diukur menggunakan Clance Impostor Phenomenon Scale yang terdiri atas 12 item, sedangkan Burnout diukur menggunakan Maslach–Trisni Burnout Inventory yang terdiri atas 22 item. Hasil regresi linier sederhana menunjukkan bahwa Impostor Syndrome berpengaruh positif dan signifikan terhadap Burnout (B = 1,207; β = 0,667; t = 9,734; p < 0,001), dengan R² = 0,445. Hasil deskriptif menunjukkan bahwa 51,7% responden memiliki tingkat Impostor Syndrome kategori sedang dan 68,4% memiliki tingkat Burnout kategori sedang. Temuan ini menunjukkan bahwa Impostor Syndrome menjelaskan 44,5% Burnout, sedangkan 55,5% sisanya dijelaskan oleh faktor lain. Dengan demikian, semakin tinggi Impostor Syndrome, semakin tinggi pula Burnout. Perusahaan disarankan menyediakan mentoring, coaching, dan dukungan sosial untuk meningkatkan kesejahteraan karyawan.]]>
