Purpose Persons with disabilities (PwD) face difficulties in employment. Despite extensive research on PwD in the workplace, there is lack of research on the factors behind retaining or terminating the job of a PwD. This study aims to address this gap by developing the Retaining Workers with Disability (RWD) model. Method Predicated on 1032 respondents with employment decision authority, we performed exploratory factor analysis (EFA) followed by confirmatory factor analysis (CFA) for convergent and discriminant validity of the RWD model. Next, we developed the two-rank model RWD-II and employed CFA for validation. Results We presented a dual-facet measurement tool for assessing employer attitudes towards retaining PwD in the workplace. Two dominant factors were measured, direct and indirect work-related items. Indices for both models (one and two-rank) showed a good fit. Conclusion Our study highlighted two major factors influencing managers in the decision-making process of retaining workers with disabilities as follows: direct and indirect work-related concerns. The measure was validated using the RWD scale. By providing the tool to identify attitudes towards PwD work retention, we offer the first step in identifying and changing a negative approach toward this population in the workplace. Practical contributions are discussed.

目的残疾人（PwD）面临就业困难。尽管对工作场所的残疾人进行了广泛的研究，但对保留或终止残疾人工作背后的因素缺乏研究。本研究旨在通过开发保留残疾工人 (RWD) 模型来解决这一差距。方法基于 1032 名具有就业决策权的受访者，我们对 RWD 模型的收敛效度和判别效度进行了探索性因子分析 (EFA) 和验证性因子分析 (CFA)。接下来，我们开发了二阶模型 RWD-II 并使用 CFA 进行验证。结果我们提出了一个双面测量工具，用于评估雇主对在工作场所留住残障人士的态度。测量了两个主要因素，直接和间接与工作相关的项目。两种模型（一级和二级）的指数都表现出很好的拟合度。结论我们的研究强调了在保留残疾工人的决策过程中影响管理者的两个主要因素：直接和间接与工作相关的问题。该措施使用RWD量表进行了验证。通过提供识别对保留残障人士工作态度的工具，我们迈出了识别和改变工作场所对这一人群的负面态度的第一步。讨论了实际的贡献。