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In this article we question the future of careers and organizational commitment by studying their changing nature. More specifically, we wish to contribute to the reflection around the following research question: Can the evolution of the individual-organization relationship explain the evolution of the relationship between careers and organizational commitment in the time of COVID-19? After reviewing the theoretical and empirical work dealing with the relationship between new careers and organizational commitment and describing the main changes occurring in forms of employment, organizational structures, and psychological contracts, we present an analysis of this same relationship in the time of COVID-19, a crisis that proved to be remarkably different from previous crises and that accentuated forms of “precariousness” and “insecurity” of work and employment. Organizations need to implement a sustainable human resource management strategy (HRMS), understood as a form of organizational support, so that organizational change in the wake of the COVID-19 crisis is not perceived as a breach of psychological contracts.