The Utrecht Work Engagement Scale(UWES), a measure of work engagement, hashad controversies regarding the interpretation of its dimensionality, that is, whether its scorescan be one-dimensional, multidimensionalor two-level (one-dimensional and multidimensional).The dimensionality of the UWEShas been questioned mainly due to the highcovariation between its components, an aspectconsistently verified in the observed scores andlatent variables (De Bruin y Henn 2013), evenby the same authors (Schaufeli et al., 2006).This has two implications, one operational andone conceptual. In the operational context, thecalculation of scores is also influenced by thestatistical differentiation of the factors foundin the factor analyzes. This means that if oneor more factors are retained and justified, thisalso determines the same number of observedscores that can be calculated and interpreted.On the other hand, the conceptual implicationis that the comprehensive framework of athree-dimensional psychological phenomenondiffers from the one-dimensional. For example,the differentiation between dimensions generatesthe possibility of different trends betweendimensions (e. g., one of three is high and theother low) and in this case, the concept ofengagement becomes very generic and ambiguousto name and understand the different possibilities.Specific combination of its dimensionsor jeopardizes its content validity, implying theneed for other more specific concepts, whichalthough related to engagement, can be independent.