The past decade has witnessed a surge in research focused on universal career development needs. In contrast, the purpose of this paper is to offer a contingency perspective based on self-efficacy theory by examining the relationship between the employees’ perceived mode of employment and expectations of career development opportunities attached to the employer. The authors hypothesized that perceived mode of employment determines employees’ expectations about receiving career development opportunities offered by the employer.,Responses from 203 banking employees were obtained through a structured questionnaire. Perceived employment mode was identified through Ward’s method of cluster analysis. The proposed hypothesis was tested by using one-way analysis of variance.,Employees across all modes of employment (knowledge-based, job-based, contract-based and alliance-based) were found to be similar with respect to their need for career development programs. However, employees positioned in knowledge-based and alliance-based modes were also interested in career appraisal and career training.,The study contributes to the existing body of knowledge on career management by imparting preliminary insights into the way employees’ expectations of organizational career management opportunities vary according to their perceived mode of employment based on self-efficacy theory.

中文翻译：

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期望并不总是会伤害您！将组织的职业期望与就业模式联系起来

在过去的十年中，针对通用职业发展需求的研究激增。相反，本文的目的是通过考察员工的感知就业模式与对雇主的职业发展机会的期望之间的关系，提供基于自我效能理论的权变观点。作者假设，就业的感知方式决定了员工对接受雇主提供的职业发展机会的期望。通过结构性问卷调查，获得了203名银行业员工的答复。通过沃德的聚类分析方法确定了感知的就业模式。通过使用方差的单向分析来检验提出的假设。员工在所有就业模式下（基于知识，基于工作，基于合同的和基于联盟的）在职业发展计划的需求方面被发现是相似的。但是，处于基于知识和联盟模式的员工也对职业评估和职业培训感兴趣。该研究通过对员工对组织职业管理期望的方式提供初步见解，从而对现有的职业管理知识做出了贡献机会根据他们基于自我效能感理论的就业模式而有所不同。