<i>Le</i> <i>s misérables</i> : a conceptual framework for analysis of the “Poor-me” syndrome in organizational life

Purpose This paper aims to highlight the overlooked phenomenon of the “Poor-me” syndrome that causes damage to organizational processes and performance. Design/methodology/approach Conceptual paper. Findings The model advances five independent constructs: dark tetrad traits, low self-esteem, burnout, imposter syndrome and psychological entitlement. The adverse outcomes are individual and organizational. The paper provides theoretical explanations for the phenomenon and advances concepts (organizational transparency, organizational accountability and “Whistleblowing”) that moderate the relationship between various factors in the syndrome. Research limitations/implications The paper concludes with practical implications and recommendations for future research. Originality/value Pity, an altruistic emotion, motivates individuals to alleviate another's suffering, even when avoiding that individual is relatively easy and helping them is costly. The “Poor-me” syndrome is a tactic to exaggerate or falsify one’s personal problems in life or at work to obtain privileges or achieve status unrelated to actual performance or contribution to an organization. It is reasonable to assume that some individuals will lie about being a victim if they believe it is advantageous to do so.