Studies frequently refer to the psychological contract as an antecedent of work engagement. However, these studies mainly analyze the effects of a psychological contract breach on engagement, and neglect the subject of how different types of psychological contracts affect work engagement. We analyze the relation between Rousseau's four types of psychological contract—relational, transactional, balanced, and transitional—and work engagement. Specifically, we posit that both the relational and the balanced contracts lead to higher levels of work engagement, while the transitional and the transactional contracts lead to lower levels of work engagement. This study analyzes data on different types of psychological contracts in a Portuguese military organization undergoing significant change. Data analysis using partial least squares confirms the initial hypotheses. •Relational and Balanced contracts have a positive impact on work engagement.•Transactional and Transitional contracts have a negative impact on work engagement.•Contracts included in the long-term dimension lead to higher work engagement.•Contracts that provide socioemotional support lead to higher work engagement.