Aim: In an era where artificial intelligence, as a transformative force, is redefining organizational boundaries, psychological contracts serve as invisible yet robust threads connecting employee engagement and trust. Therefore, the aim of this study is to investigate the impact of psychological contracts on employee engagement and trust: testing the moderating role of artificial intelligence acceptance. Methods: This study is descriptive-correlational research. The statistical population comprised 546 employees working at Hakim Sabzevari University, from which a sample of 209 individuals was selected through stratified random sampling according to Cochran's formula. Participants responded to questionnaires on psychological contract, organizational trust, employee engagement, and artificial intelligence, respectively. Results: The findings revealed that psychological contracts play a significant and effective role in enhancing organizational trust (P-Value: 5.7; Effect Size: 0.49) and employee engagement (P-Value: 4.47; Effect Size: 0.34). Furthermore, artificial intelligence acceptance demonstrated a positive and significant moderating role in the relationship between psychological contracts and employee engagement (P-Value: 2.26; Effect Size: 0.11). Conclusion: The findings of this study assist university managers and policymakers in designing more appropriate strategies to enhance employee trust and engagement by developing a deeper understanding of the effects of psychological contracts and artificial intelligence.