1 Doctoral School of Psychology, ELTE Eötvös Loránd University, Budapest, Hungary.
2 Institute of Psychology, ELTE Eötvös Loránd University, Budapest, Hungary.
3 Department of Ergonomics and Psychology, Budapest University of Technology and Economics, Budapest, Hungary.
4 Department of Psychology, Concordia University, Montreal, QC, Canada.
5 Département de Psychologie, Université de Montréal, Montreal, QC, Canada.
6 ULR 7369 -URePSSS - Unité de Recherche Pluridisciplinaire Sport Santé Société, Sherpas, Univ. Lille, Univ. Artois, Univ. Littoral Côte d'Opale, Lille, France.

Even though work engagement is a popular construct in organizational psychology, the question remains whether it is experienced as a global construct, or as its three components (vigor, dedication, absorption). The present study thus contributes to the ongoing scientific debate about the dimensionality of work engagement systematically compared one-factor, first-order, higher-order, and bifactor confirmatory factor analytic (CFA) representations of work engagement measured by the short version of Utrecht Work Engagement Scale (UWES-9). We also documented the validity evidence of the most optimal representation based on its test-criterion relationship with basic psychological need fulfillment at work, turnover intentions, work addiction, and work satisfaction. Based on responses provided by two distinct samples of employees (N ₁ = 242, N ₂ = 505), our results supported the superiority of the bifactor-CFA representation including a global factor of work engagement and three co-existing specific factors of vigor, dedication, and absorption. This representation replicated well across the two samples through tests of measurement invariance. Finally, while global work engagement was substantially related to all correlates, the specific factors also demonstrated meaningful associations over and above the global levels of work engagement.