A model is presented showing hypothesized common and parallel antecedents of employee organizational development activity (ODA) versus professional development activity (PDA). A common antecedent is expected to affect both ODA and PDA, while a parallel antecedent is expected to affect its corresponding work referent. This model was tested using a sample of 197 medical technologists over a four year time period. Prior ODA and PDA were controlled for before testing hypotheses. Results showed that the common antecedent of learning motivation was a robust indicator of both ODA and PDA. Looking at parallel antecedents, job satisfaction and affective organizational commitment had a positive impact on ODA, while occupational satisfaction and affective occupational commitment had a positive impact on PDA. ODA had a negative impact on subsequent intent to leave organization, but PDA did not have a similar impact on intent to leave profession. Study limitations, issues around operationalizing ODA and PDA, and future research directions are discussed.