Presenting employees' self-development behaviour pattern

The purpose of this article is to identify the components, causes and consequences of employee self-development behaviours in Razavi Khorasan, North Khorasan, and South Khorasan Gas Company. The present research is fundamental research and the population of the study is employees of Razavi Khorasan, North Khorasan, and South Khorasan Gas Company. The data were analysed by thematic analysis and the causes, components and consequences of the self-development behaviours of the employees were identified. Using semi-structured interviews, the self-developed behaviour patterns model was developed. Accordingly, the components of self-development behaviour include organisational commitment, self-awareness, self-efficacy, self-development, self-esteem, ability, flexibility, self-directed learning, resilience, and optimism and it is an effective individual, group, and organisational factor in enhancing or weakening such behaviours. Self-development behaviour has many advantages at an individual and organisational level. Some of the benefits of employee self-development behaviour include: increasing productivity, reducing organisational costs, increasing staffing ability, reducing organisational conflicts, providing a positive image of the organisation, responding to the environment, rewarding the client, increasing social capital, attracting efficient forces, creating a desirable organisational atmosphere, knowledge sharing, and organisational growth.