Having a Disability Doesn't Mean You Have to Get Over It; It Means You Need Help (I-Deals) For Building Sustainable Career

Although academic researchers are becoming more conscious of the beneficial impact that idiosyncratic deals (I-deals) have on a person life, there is a lack of knowledge about the potential implications that I-deals may have on the effort and job consequences of workers with disabilities, a population that is neglected and little researched. It underscores the notion that while a handicap may constitute an aspect of an individual's identity, it does not delineate their talents or potential. The emphasis should be on their distinctive skills and abilities—such as innovation, problem-solving skills, discipline, empathy, or any other commendable attribute. Individuals are advocating for a paradigm shift: to recognize people primarily for their skills and achievements, rather than their impairments. This challenges prejudices and fosters an inclusive workplace where individuals are valued for their contributions. The current research makes use of the Conservation of Resources (COR) theory to explore how international consensuses may have an impact on the perceived job capabilities of workers with impairments by reducing deviant behavior, and therefore, their sustainable career in the organization. On top of that, this research is the first of its kind that analyzes the experiences of workers who have a disability in the shape of physical, mental, deaf, dumb, and others, and all in respect to these interactions. Our theories are tested by utilizing data collected from the field from 230 people working for service sectors, especially in the educational sectors of Pakistan. In a nutshell, it has been shown that the detrimental direct impact of i-deals on employees' inclinations to leave their jobs is more pronounced for workers who have physical impairments than it is for workers who do not have disabilities. In addition, the findings suggest that there is a substantial negative indirect impact of I-deals on Sustainable career development via Emotional Exhaustion and Workaholism for all employee categories. As was predicted, we discover that the degree of this indirect impact rises when moving from the situation of having a physical impairment rather than other disabilities type.