ABSTRACT
Monge, Backman, Dillard, and Eisenberg suggested modifications in the communicative competence construct to make it appropriate for organizational research. Supervisors and subordinates are asked to evaluate each other using this scale. Monge et al. sampled 220 employees from two large firms. This provided 198 supervisor-subordinate dyads. In a second sample, 60 staff people generated 53 supervisor—subordinate dyads. The Competence Questionnaire appears to have strong internal reliability. Assessment of convergent validity was undertaken by comparing each competence factor for both supervisors and subordinates with two global, single-item measures of competence. One of the appealing aspects of this instrument is its focus on “other” evaluation of competence. Spitzberg and Cupach pointed out the need to investigate the relationships among self, partner, and observer perceptions of conversational skill and competence.
