Based on the social exchange theory and the motivationcontribution model, this paper studies the influence of different employment relationship patterns on employees’ occupational competence through the paired data of 72 department heads and 241 employees. The results show that, compared with the underinvestment type, the overinvestment type and the mutualinvolvement type have a significant positive impact on the insider identity and occupational competence, while the quasitransaction contract type has a significant negative impact on the insider identity and occupational competence. Insider identity perception mediates the relationship between employment relationship pattern and occupational competence, while organizational climate positively moderates the effect of insider identity perception on occupational competence.