Employees with representational predicaments believe that authorities' impressions of their workplace contributions or circumstances are unfavourably
incomplete or inaccurate. A literature review suggested four hypothesized types of representational predicament: two, disregarding of non-canonical work, and disregarding of job-related stressors, characterized primarily by unfavourable invisibility; two, negative spotlighting and unfair canonical presumption of guilt,
characterized primarily by unfavourable visibility. This study developed an instrument to measure prevalence of representational predicaments. Qualitative interviews confirmed the hypothesized variables, but exploratory factor analyses identified a different set of four emergent subscales. Of these: two, being neglected
and negative spotlighting, indicated representational predicaments; two, fair recognition of work, and fair treatment of alleged mistakes, indicated their absence.
Further research into the relationship between individualized consideration and representational predicaments is suggested.
Snell, R. S., Chak, M. K. A., & Zhang, Y. (2011). Developing an instrument to measure representational predicaments at work (HKIBS Working Paper Series 068-1011). Retrieved from Lingnan University website: http://commons.ln.edu.hk/hkibswp/48