Recognition

Recognition measures how important the visibility of your personal contribution is to you when a result succeeds. The axis distinguishes two forms of recognition: recognition of the result, which can remain collective, and recognition of the contribution, which names what you brought. The effort-reward imbalance model places esteem among the rewards that balance the effort invested, alongside pay and prospects [1]; a review of cohorts followed over time links a lasting imbalance to a higher risk of depressive disorders [2]. Your position on the axis expresses which form of recognition you prefer: the success itself, or having your contribution identified. The cited research examines recognition and workplace rewards generally, not the validation of this particular distinction.

The gap appears after a success, a delivery or a major effort, especially when several people contributed to the same result and the account given does not distinguish their parts. It may also be felt over time. The effort–reward model addresses multiple kinds of reward and work effort, not individual visibility of a contribution in isolation [1][2]. The axis is therefore less visible on one project than across a year of projects. It also becomes more sensitive when the effort was high or barely visible, because that is where the balance between what was given and what was recognised is decided. Scientific scope: the cited studies examine workplace behaviours, conditions or outcomes. They do not directly validate this preference scale or an individual PIMPmyBOSS compatibility score.

The score describes a situated preference or a perceived behaviour. It is neither a personality diagnosis, a norm nor a verdict on professional quality.