Reconsidering the Role of Self-Respect in Rawls’s<i>A Theory of Justice</i>

Zink, James R.

doi:10.1017/s0022381611000302

Cited by 17 publications

(8 citation statements)

References 34 publications

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“…We adopt Rawls' (1971) political philosophy framework in order to evaluate whether trans people's self-esteem-oriented concepts might be enhanced by policy makers' positive actions. Rawls (1971) envisioned self-esteem as perhaps the most important social primary good and suggested that societies should be organized in a way that people's self-esteem is secured (Zink, 2011). Rawls (1971) argued that self-esteem is an entitlement of personhood and should be equated with self-respect.…”

Section: Rawls Positive Actions and Trans People's Self-esteemmentioning

confidence: 99%

Workplace positive actions, trans people’s self-esteem and human resources’ evaluations

Bozani

Drydakis

Sidiropoulou

et al. 2019

IJM

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Purpose The purpose of this paper is to provide empirical patterns regarding trans people’s self-esteem-oriented evaluations during observations of positive workplace actions. The case of a 2015 UK workplace guide is utilized to fulfil the aims. The guide provides suggestions to employers for recruiting and retaining trans people. Design/methodology/approach A new questionnaire is created which forms a 20-item scale capturing a variety of self-evaluations. Trans people provided their responses in a 2018–2019 survey and the study’s patterns were captured. Findings The outcomes suggest that trans people’s self-esteem and self-respect are enhanced by policy makers’ positive actions to promote inclusivity in the workplace. In addition, due to these actions trans people feel more accepted, valued and trusted by the government. The authors suggest that a lack of positive workplace actions may be detrimental to trans people’s self-esteem. However, if a workplace policy is perceived to be a recognition of trans people’s worth this may be internalized, resulting in positive self-evaluations. The authors suggest that the 2015 workplace guide aims to ensure that trans people’s self-expressions are not constrained in ways that could cause them self-esteem difficulties. Practical implications The study also finds that firms which have implemented the workplace guide have informed human resources strategies, affected corporate profiles and staff organizational behaviours, created a more inclusive workplace culture, and addressed LGBT business and trans staff members’ needs. The authors suggest that when employers utilize policy makers’ positive workplace policies they may be able to realize positive organizational outcomes in their firms. Social implications The World Health Organization perceives self-esteem as a public matter and this study suggests that inclusive workplace strategies can positively affect the psychological states of a highly marginalized population group. Originality/value To the best of the authors’ knowledge this is the first attempt to quantify how a workplace guide impacts on self-esteem-oriented evaluations among trans people. Each one of the 20 items in the scale brings new insights into the subject matter.

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Section: Rawls Positive Actions and Trans People's Self-esteemmentioning

confidence: 99%

Workplace positive actions, trans people’s self-esteem and human resources’ evaluations

Bozani

Drydakis

Sidiropoulou

et al. 2019

IJM

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“…Zink (2011), says that the concept of selfrespect is towards for and extending greater priority to socioeconomic equality, and the individuals' sense of self-respect is significantly influenced by their positions within the socioeconomic hierarchy. In other words, Rawls disputes that self-respect shapes a society and it helps it to be organized by the principles of justice, and that sense of justice and fairness would cultivate and support the individuals' self-respect in the most reliable way.…”

Section: Theories Of Organizational Politicsmentioning

confidence: 99%

“…When an individual has selfrespect, it suggests that the individual should have self-confidence in his or her ability. Zink (2011), argues that Rawls's concept of self-respect is insufficient to justify his conception of justice; however, plays a crucial role in his theory which addresses the moral psychology necessary for reinforcing the justice motive, a matter of central importance for maintaining stability in a liberal democratic society.…”

Section: Theories Of Organizational Politicsmentioning

confidence: 99%

Versión en español de la Escala de Percepción sobre Política Organizacional en Puerto Rico

Vega¹

2017

Rev. Interam. Psicol. Ocup.

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The aim of this research was to translate and preliminary validate the Perception of Organizational Politics Scale (POPS), 15-item short version Likert scale by Kacmar and Carlson (1997) from English to Spanish using the Brislin back-translation method and administrate the scale in Puerto Rico. Also, to examine the Cronbach's alpha of the POPS Spanish version as well as to explore the effects of organizational politics may have on employees in the workplace. The study had a quantitative and a non-experimental transversal design. Two bilingual translators from Puerto Rico translated the scale to Spanish. The sample consisted of 205 participants. The snowball sampling was used to reach the participants. The statistical analysis used to measure the scale was the Alpha Coefficient formula and the Exploratory Factor Analysis to determine which items will remain in the final version. The results showed that the final version of the scale contained 13 items and had a Cronbach's alpha of .87 and two subscales. The researcher concluded that the POPS Spanish version may be a preliminary valid instrument in Puerto Rico and possesses a strong Cronbach's Alpha. Another finding was that the variable sector had an effect on employees' perceptions of organizational politics. Keywords: organizational politics; back-translation; Cronbach's alpha; validity; reliability; Likert scale; Exploratory Factor Analysis Versión en español de la Escala de Percepción sobre Política Organizacional en Puerto Rico Resumen El objetivo de esta investigación fue traducir y validar preliminarmente la Escala de Percepción sobre Política Organizacional (EPPO), versión tipo Likert de 15 ítems de Kacmar y Carlson (1997), del inglés al español utilizando el método de retrotraducción de Brislin y administrar la escala en Puerto Rico. También el propósito fue examinar el Alfa de Cronbach de la versión EPPO en español, así como explorar los efectos que la política organizacional puede tener sobre los empleados en el lugar de trabajo. El estudio tuvo un diseño transversal cuantitativo y no experimental. Dos traductores bilingües de Puerto Rico tradujeron la escala al español. La muestra consistió en 205 participantes. Se utilizó muestreo de bola de nieve para llegar a los participantes. Se utilizó la fórmula de Coeficiente Alfa y Análisis Factorial Exploratorio para determinar qué ítems permanecerían en la versión final. Los resultados mostraron que la versión final de la escala contenía 13 ítems, un alfa de Cronbach de .87 y dos subescalas. El investigador concluyó que la versión en español de POPS puede ser un instrumento preliminar válido en Puerto Rico y posee un alfa de Cronbach fuerte. Otro hallazgo fue que la variable sector tuvo un efecto en las percepciones de los empleados sobre política organizacional.

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“…Rawls's focus on this idea has been picked up in a significant portion of the secondary literature on his work (i.e. Hart 1975, Shue 1975, Nielsen 1979, Taylor 2003, Eyal 2005, Zink 2011. Critics have sought to show that the idea (at least in the role Rawls casts it) commits him to a variety of unattractive positions.…”

Section: Introductionmentioning

confidence: 99%

“…739-40), while Nir Eyal takes a contrary position, suggesting self-respect commits Rawls to accepting a degree of priority for the equality and maximization of resources that either is in tension with or comes at the expense of the averred status of the basic liberties (2005, p. 211). Less critical treatments have pointed to the importance of self-respect within the wider edifice (Zink 2011) and argued for its essential role in defending Rawls's contentious priority rules (Shue 1975).…”

Section: Introductionmentioning

confidence: 99%

Self-respect and public reason

Whitfield

2015

Critical Review of International Social and Political Philosoph

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Reconsidering the Role of Self-Respect in Rawls’sA Theory of Justice

Cited by 17 publications

References 34 publications

Workplace positive actions, trans people’s self-esteem and human resources’ evaluations

Workplace positive actions, trans people’s self-esteem and human resources’ evaluations

Versión en español de la Escala de Percepción sobre Política Organizacional en Puerto Rico

Self-respect and public reason

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