El objetivo del presente trabajo es explorar si existen diferencias en el contenido del contrato psicológico en función del tipo de contrato y del tipo de gestión empresarial (pública o privada). Se realizaron ANOVAS 2 × 2 para contrastar las diferencias en las obligaciones del empleador y del empleado respectivamente en función del tipo de contrato: permanente versus temporal y del tipo de gestión empresarial: pública o privada con una muestra de 385 trabajadores. Los resultados proporcionan apoyo a las hipótesis planteadas, indicando que el tipo de contrato y el tipo de gestión empresarial influyen en el contenido del contrato psicológico que se establece entre el empleado y su organización. En el trabajo se analizan las contribuciones de los resultados al debate sobre el cambio del viejo al nuevo contrato psicológico.
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