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Judging competence in the workplace: A comparison of information gathering methods
Unformatted Document Text:  Judging Competence 2 Abstract We examined the information gathering methods that people use when judging the competence of coworkers. We hypothesized that (1) people will use information gathering methods that involve direct communication more than those that involve indirect or no communication for judging the competence of coworkers, and that (2) people will use information gathering methods that involve direct communication more for judging task-specific competence than for judging general competence. To test our hypotheses, we asked 533 participants to describe a previous work experience involving a competent coworker and the information source they used in deciding that the coworker was competent. Surprisingly, counter to Hypothesis 1, participants reported relying more on reputation and on observation than on direct communication to judge the competence of coworkers. Hypothesis 2 was supported.

Authors: Yoon, Kay., Gupta, Naina., Hollingshead, Andrea. and Hinkle, Amanda.
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Judging Competence
2
Abstract
We examined the information gathering methods that people use when judging the competence
of coworkers. We hypothesized that (1) people will use information gathering methods that
involve direct communication more than those that involve indirect or no communication for
judging the competence of coworkers, and that (2) people will use information gathering
methods that involve direct communication more for judging task-specific competence than for
judging general competence. To test our hypotheses, we asked 533 participants to describe a
previous work experience involving a competent coworker and the information source they used
in deciding that the coworker was competent. Surprisingly, counter to Hypothesis 1, participants
reported relying more on reputation and on observation than on direct communication to judge
the competence of coworkers. Hypothesis 2 was supported.


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