Magister Artium (Psychology) - MA(Psych) / The study aims to ascertain the attitudinal disposition of disabled individuals towards their own career development and advancement. Results indicate a positive attitudinal disposition. One hundred and three physically disabled workers constituted the sample, which consisted of 48 males and 55 females. Of the sample 75 had qualifications of matric and below and 28 that of above matric. Questionnaires were distributed to one hundred and forty five subjects associated with a Network for the Disabled, with a response rate of one hundred and three. Analysis of the respondent's actual responses indicate that more than half of the matric and below respondents would like to move into higher job levels. As training is but one initiative for career development, it is important to reflect that the greater proportion of white collar and blue collar status respondents feel that the opportunity to develop their career with further training is motivating. However, only a specified total of respondents pursued this initiative. A bigger proportion of the sample specified that they have done additional training courses, where more than half of this proportion feel that to do training courses motivate them within the context of career development and lesser proportion of them have a greater positive disposition about this. While significant associations were found between career development and further training opportunities, age was found not to have any influence on career development for this sample. Lastly, the limitations of the study are discussed with further recommendations and implications of the research findings in closure.

Past research has shown the likelihood of work-to-family conflict in employees' struggle to manage work, family, and personal life, however, work-to-family conflict remained unexamined in employees' job attitudes at different job levels. Previous studies highlighted that employees at higher job level experience greater work-to-family conflict than employees at lower job level. The purpose of the study was to examine the moderating effects of job level (supervisory or managerial and nonsupervisory or nonmanagerial) on the relationships between work-to-family conflict and job attitudes (job satisfaction, work engagement, organizational commitment, and turnover intention). In this quantitative study, the theoretical framework included conflict theory and role enhancement theory. A convenience sampling of 149 working adults, aged 18 years to 65 years) volunteered to participate in an online survey. Participants completed an online survey. Collected data were analyzed using regression analysis. Based on the results, job level of the working adults moderated the relationships between work-to-family conflict and job attitudes, such that the relationship between work-to-family conflict and job attitudes of the working adults was stronger at high job level than at low job level.The findings may contribute to positive social change by providing useful information for human resource and management personnel of organizations in designing job level-specific training programs (e.g., work-life balance practices) and structuring appropriate settings (e.g., alternate work locations) to take control of leading, managing or coordinating projects, tasks or events in their work situations.