Designing a Conceptual Framework for Employees' Self-development Behavio; a Case in the Khorasan Razavi, North and South Gas Company

The concept of "self-development behavior and the voluntary development of employees" has a special position in the literature of organizational behavior and organizational resource management; and management scholars and experts have different views on this. The main purpose of the present study was to present a conceptual framework for employees' self-development behavior. This research was done with qualitative approach and thematic analysis. The study population consisted of 425 employees of Khorasan Razavi, North and South Gas Company. Purposeful sampling method was used for this study. The sample consisted of 21 employees with theoretical knowledge and practical experience in self-development behavior. In-depth semi-structured interviews were used to collect data. Based on the results of the research, self-development behavior was categorized into ten key categories of organizational commitment, self-awareness, self-efficacy, self-organization, empowerment, self-efficacy, flexibility, self-learning, resilience, and optimism. The antecedents of self-development behavior were also categorized into three categories: individual, organizational and extracurricular. The results of self-development behavior were also identified in three categories: individual, organizational and extracurricular.