Work engagement has been recognized as a much desired and irreplaceable organizational asset in the prevailing globalized business environment. Yet building an engaged work force continues to be a challenge for organizations, thanks to the ambiguous conceptualization and limited understanding characterizing the construct. This study examines the extant literature on work engagement, enumerates the specific limitations that remains embedded in the same, and strives to provide an independent existence to the construct by reconceptualising it through qualitative research methodology. Work engagement is defined as application of self in the role context and comprises passionate task performance (PTP) and organizational citizenship behaviour (OCB).