This study develops and empirically examines a model of voluntary employee self-development behaviours and presents a unique lens for the study of self-development behaviours that integrates the disparate social exchange and motivational models currently applied in the management and training motivation literature. Specifically, the current model utilizes the Theory of Planned Behavior (TPB) as a guiding framework in the combination and expansion of these streams to create an integrated model. This model was validated using a survey of 203 employees. Structural Equation Modelling (SEM) was used to analyse the data. The results indicated support for nine out of eleven theorized relationships in the model, and the new model explained more variance in self-development behaviours (38%) than either lens: the social exchange (8.5%) or the motivational (19%). Thus, the results indicate there is important value in integrating the lenses. Implications for research and practice are also discussed.

本研究开发并实证检验了自愿员工自我发展行为模型，并为研究自我发展行为提供了一个独特的视角，该研究整合了目前在管理和培训动机文献中应用的不同社会交换和激励模型。具体来说，当前的模型利用计划行为理论（TPB）作为指导框架，在这些流的组合和扩展中创建一个集成模型。该模型通过对 203 名员工的调查进行了验证。使用结构方程模型 (SEM) 来分析数据。结果表明模型中 11 种理论关系中有 9 种得到支持，新模型解释了自我发展行为的更多差异 (38%)，而不是社会交换 (8. 5%) 或激励 (19%)。因此，结果表明集成透镜具有重要价值。还讨论了对研究和实践的影响。