Employee engagement research is typified by the relabeling and reinvention of classic job attitude concepts. In this article, the authors comment on the development of the Work Cognition Inventory (WCI), an instrument designed to assess eight major antecedents of employee engagement/work passion. The antecedents measured by the WCI include job autonomy, feedback, task significance, distributive justice, leader-member exchange (LMX), social support, coworker collaboration, and opportunities for growth. The authors note the WCI was created with the use of many of the best scale-development procedures available (e.g., confirmatory factor analyses across several replication samples, convergent and discriminant validity evidence), and is exemplary in this regard. Nonetheless, the WCI appears to measure the same constructs as several long-established instruments. The natural question is whether this new WCI measure of classic human resources (HR) concepts (job autonomy, justice, etc.) is distinct from and performs better than the classic measures of these same concepts. This is an empirical question, but one the authors of the WCI do not address. When attempting to supplant classic measures of well-known constructs, it is important to include those classic measures in the validity study. (Contains 1 figure and 1 table.)