Communicator Competence in the Workplace: Model Testing and Scale Development

Monge, Peter R.; Bachman, Susan; Dillard, James Price; Eisenberg, Eric M.

doi:10.1080/23808985.1981.11923860

Cited by 72 publications

(95 citation statements)

References 16 publications

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“…The final six-item scale included five of the newly developed items, and one item, Item 1, was inspired by the second item of the Communicator Competence Questionnaire by Monge et al (1982). See Appendix.…”

Section: Notesmentioning

confidence: 99%

“…We developed items inspired by existing measures relevant for the assessment of single constructs embedded in the interpersonal communication process model. Thus, we used: (a) 10 items inspired by the German version of the Organizational Communication Questionnaire (Roberts & O'Reilly, 1974) named "Fragebogen zur Erfassung der Kommunikation in Organisationen" (KOMMINO; Sperka & Rózsa, 2007); (b) seven items inspired by the Communicator Competence Questionnaire (Monge, Bachman, Dillard, & Eisenberg, 1982); (c) five items inspired by the self-report version of the Nonverbal Immediacy Scale (Richmond, McCroskey, & Johnson, 2003); (d) four items inspired by the McCroskey Shyness Scale (McCroskey & Richmond, 1982); and (e) one item inspired by the Personal Report of Communication Fear (McCroskey, Andersen, Richmond, & Wheeless, 1981). In addition, we developed 18 new items.…”

Section: Scale Constructionmentioning

confidence: 99%

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The Perceived Leadership Communication Questionnaire (PLCQ): Development and Validation

Schneider

Maier

Lovrekovic

et al. 2014

The Journal of Psychology

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The Perceived Leadership Communication Questionnaire (PLCQ) is a short, reliable, and valid instrument for measuring leadership communication from both perspectives of the leader and the follower. Drawing on a communication-based approach to leadership and following a theoretical framework of interpersonal communication processes in organizations, this article describes the development and validation of a one-dimensional 6-item scale in four studies (total N = 604). Results from Study 1 and 2 provide evidence for the internal consistency and factorial validity of the PLCQ's self-rating version (PLCQ-SR)-a version for measuring how leaders perceive their own communication with their followers. Results from Study 3 and 4 show internal consistency, construct validity, and criterion validity of the PLCQ's other-rating version (PLCQ-OR)-a version for measuring how followers perceive the communication of their leaders. Cronbach's α had an average of.80 over the four studies. All confirmatory factor analyses yielded good to excellent model fit indices. Convergent validity was established by average positive correlations of.69 with subdimensions of transformational leadership and leader-member exchange scales. Furthermore, nonsignificant correlations with socially desirable responding indicated discriminant validity. Last, criterion validity was supported by a moderately positive correlation with job satisfaction (r =.31).

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Section: Notesmentioning

confidence: 99%

Section: Scale Constructionmentioning

confidence: 99%

The Perceived Leadership Communication Questionnaire (PLCQ): Development and Validation

Schneider

Maier

Lovrekovic

et al. 2014

The Journal of Psychology

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show abstract

“…Competence judgments emphasize the quality of interaction, which involves the criteria of appropriateness and effectiveness (Canary & Spitzberg, 1990). Monge, Bachman, Dillard, and Eisenberg (1982) argued that the "fundamental premise under all competence research is that competent communicators are those who are effective at achieving their goals" (p. 507). Similarly, Spitzberg and Cupach (1984) have argued that "one salient feature of competence is strategic orientation" (p. 56).…”

Section: Communication Competence Researchmentioning

confidence: 99%

“…The emphasis on strategic success and affect preservation inherent in Spitzberg and colleagues' definition of communication competence make the concept an especially appropriate outcome index for multiple-goal interactions. In addition, this conceptualization focuses on interactants' perceptions of specific communication behaviors, a feature many competence definitions overlook (see Monge et al, 1982 for discussion). Based on the research reviewed above, the following hypothesis is offered: H t : A superior will be perceived by subordinates as more competent when using a prosocial compliance-gaining tactic (liking) than when using an antisocial compliance-gaining tactic (negative altercasting).…”

Section: Communication Competence Researchmentioning

confidence: 99%

Subordinate perceptions of superior's communication competence and task attraction related to superior's use of compliance‐gaining tactics

Johnson

1992

Western Journal of Communication

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“…As William and Spiro (1985) Monge, Bachman, Dillard, & Eisenberg, 1981;Wiemann, 1977), while limited studies used the qualitative method or case study design until the late 1990s (e.g., Olson, 2002;Rouhiainen, 2005;Stake, 2006;Zorn, Page, & Cheney, 2000;Zorn & Ruccio, 1998). The aim in choosing this approach is to understand the dimensions of the uniqueness of the cases of direct sellers with regard to the prerequisites, concepts, effects and ideal conceptions of the direct sellers and potential buyers and the frameworks of the industries concerned.…”

Section: Research Background and Literature Reviewmentioning

confidence: 99%

E-ISSN: 2289-1528 https://doi.org/10.17576/JKMJC-2018-3401-03 The Relationship Components of Communication Competence in the Direct Selling Process in Malaysia

Omar¹

2018

JKMJC

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The key purpose of this paper is to explore the nature of communication competence in the direct selling context by investigating the case of direct sellers in Malaysia. The growth in direct selling worldwide has a large influence in Malaysia. In 2016, more than 3.9 million people were involved as direct sellers and 62% of these were women. This phenomenon requires a better understanding of direct selling as a communication process. For this study, eleven informants were selected from different environments of the direct selling business. This design can incorporate a diversity of direct selling context. This research employed observations and interviews to explore what constitutes communication competence in the Malaysian direct selling process by taking direct sellers conceptions of their work as the point of face-to-face interaction with potential buyers. This study found that the relationship components of communication competence play an important role in the direct selling process. Friendly attitude, similarities, and fairly calm were among the ten relationship components that have been identified in this study. Obviously, the relationship components emerged in the five direct selling communication phases namely as the preparation phase, initial meeting phase, meeting phase, closing phase, and the communication disruption. This study advocated that direct sellers should attain to communicate competently in order to develop new relationships with their potential buyers.

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Communicator Competence in the Workplace: Model Testing and Scale Development

Cited by 72 publications

References 16 publications

The Perceived Leadership Communication Questionnaire (PLCQ): Development and Validation

The Perceived Leadership Communication Questionnaire (PLCQ): Development and Validation

Subordinate perceptions of superior's communication competence and task attraction related to superior's use of compliance‐gaining tactics

E-ISSN: 2289-1528 https://doi.org/10.17576/JKMJC-2018-3401-03 The Relationship Components of Communication Competence in the Direct Selling Process in Malaysia

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