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This paper adopts an original approach to social work by using virtue epistemology to analyse critically contemporary social work knowledge and practice. There is an epistemic danger that social workers are using knowledge in an overconfident and uncritical way. It is argued that this epistemic confidence is linked to the narrow and at times authoritarian practices of contemporary social work. The paper reviews the concept of virtue ethics and connects it to epistemology and the virtues needed to apply knowledge ethically. Epistemic humility is seen as a key epistemological virtue in social work and its implications for social work nationally and internationally are considered. The key message of this paper is that virtue epistemology provides a way to explore how we can be before we decide what to do

Appendix V: Model contracts and forms2.1. International labour standards; 2.2. National legislation on domestic work; 3.1. The challenges; 3.2. Improving compliance in the domestic work sector; 3.2.1. Creating a basis for compliance; 3.2.2. Conciliation, mediation and legal redress; 3.2.3. Compliance through labour inspection; 3.2.4. Approaches to specific areas of concerns.

This research analyzed the relationships among performance allowance, employee motivation, work achievement and organizational performance in the Ministry of Religion's Office Lumajang City. This research used a quantitative research design based on. Structural Equation Modeling (SEM) model. Research results showed insignificant direct between performance allowance and motivation, employees' work achievement, and organizational performance. Work achievement has a direct and strongest significant influence on performance improvement in public organizations. Nonetheless, the influence of work achievement on organizational performance is mediated by a number of supporting factors, including performance allowance and motivation.

ABSTRACTBased on so-called Excise court records, this article argues that in eighteenth-century urban Sweden much of middling women's work took place in the interstices between households, as 'help' given to other women, often across social divides. These forms of work are often difficult to track in the historical records and, consequently, they have remained unnoticed, creating the erroneous picture that women did not contribute to their households through paid work. The lack of attention to these kinds of work has also overemphasized the closed character of early modern households which were, in fact, both flexible and permeable units.

Local autonomy is already in progress resulting in increased service to the community. Local government employees work motivation plays an important role in the course of regional governance. Raises employee motivation possessed a positive attitude towards work, this will affect in the face of her work at the office or in serving masyarakat.Penelitian aims to examine the effect of autonomy on employee work motivation Solok market services. The number of respondents who obtained from questionnaires totaling 30 people. Hypothesis was tested with SPSS and the obtained results with the accepted hypothesis sig 0006, meaning that local autonomy affect employee motivation agency Solok market.

Psychophysical capabilities of individuals in terms of work in the modern systems of today are not the only factor that their performance and achievement of results depend on. The context is much broader, starting from work conditions at their work place, through physical and climate factors, social environment and support, down to psychophysical status of an individual, his/her general work efficiency and risk from getting professional illnesses. Although the mechanisms and causes of fatigue occurring at work have long been a subject of study and interest in the area of psychophysiology of work, the fact is that to the day there has been no unique and generally accepted definition of fatigue, not only due to complex causes of its origin, but also due to complexity and diversity of its manifestations. Factors that are subject of study may be grouped into areas of contents of work, organization of work or work environment, and they significantly affect working ability and its misbalance, needs, capabilities and requirements to be met by an individual at a work place. Similarly to the concept of stress at work, fatigue as a reversible physiological occurrence manifests itself in physiological, i.e. health-related, psychological and professional areas, which in the long run affects total performance and efficiency of an individual, and results in unfit behavior, mental problems or physical illness. Keeping this in mind, it is important that a professional department and personnel management in organizations and institutions should react in a timely manner in order to prevent, detect and eliminate the factors that bring an individual at work to chronicle fatigue, therefore, to reduced performance and productivity at work.

High-profile events such as the 2022 FIFA World Cup in Qatar have made one thing abundantly clear: Much of today's economic growth would be unthinkable without the low-wage employment of migrant workers. But which cultural, economic, and political infrastructures in the "source" countries make these types of migration possible in the first place? Based on multi-sensory ethnographic research in Nepal, Hannah Uprety retraces the practices of recruitment and instruction that - step by step - transform Nepali labor into an internationally marketable commodity. In doing so, she uncovers a migration regime that effectively turns local men and women into "migrant workers" before they even leave the country.

Both work institutions and the family, capitalism and patriarchy must change if work and family are to be capable of integration by both men and women. Obviously needed changes are: greater work scheduling flexibility, more available part‐time work for men and women, more available and affordable child care, more generous maternity and paternity leave. In order for work to be truly compatible with parenting it needs to be less alienated, and parenting needs to be less individualistically structured and isolating. Both realms need to be more creative, egalitarian and social. With the majority of wives and mothers working outside the home the previous "myth of separated worlds" has become increasingly untenable, as women are asked to reconcile work and family. The literature is examined, emphasising its limitations in its failure to disaggregate working mothers according to occupation and its one‐sided focus on the impact of work relationships on family life. Sociological theories about family and work are examined. The nature of the family work nexus for non‐professional and professional women is explored. The professional/non‐professional comparison is analysed as well as the changing family/work nexus and its impact on men and women.

Intro -- Contents -- Executive summary -- Acknowledgments -- What are digital refugee livelihoods? -- Moving from digital skills to decent work? -- Digital livelihoods and connectivity in refugee camps -- Digital refugee work -- Refugee work, gender, and the gig economy -- The private sector and refugee remote work -- Recommendations: Towards fair and decent opportunities for refugees in the digital economy -- Digital work and the internet at global margins -- The four dimensions of digital refugee livelihoods -- Migration, displacement, and digital economies