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Persons with disabilities (PWD) and workplace issues have always been an endless field of challenges yet gives rise to many interesting topics. They have to face many challenges starting from the initial phase of looking for a job up till they start working. As a result, the turnover rate among them is very high. There are many studies carried out on the factors that prevent disabled people from joining the working force but few studies have discovered the role of emotional intelligence in the influencing of disabled employees’ decision to stay at work. Hence, the purpose of this paper is to propose a framework which conceptualizes the influence job embeddedness among employed PWD. Emotional intelligence was proposed to have a significant influence on job embeddedness of PWD. A conceptual framework was developed using the Conservation of Resource (COR) Theory to describe emotional intelligence which is then used to support its connection to job embeddedness. Based on the variables engaged, it is argued that emotional intelligence among the disabled is an important element to be inculcated towards the aim of decreasing the probability of job quitting. It is believed that the limitations might be derived from the theory selected. However, this paper concludes with the proposition of further study to being conducted and this paper’s implication for future research. Practitioners could use the outlined framework as a hiring strategy to guide the employment of PWD in their company and to promote their job retention. This paper improves on a practical instrument to conceptualize a new way of looking at PWD’s emotional intelligence and extending the conception to confirm its effect on their job embeddedness.

Conceptualizing the Role of Emotional Intelligence in Influencing Person with Disabilities’ Job Embeddedness