Introduction
The infamous "mansplaining" is just one form of gender competence questioning (GCQ)—which refers to subtle communication behaviors that signal doubt about a woman's competence, rooted in gender stereotypes. While mansplaining, or unsolicited condescending explanations, is widely recognized, it is only one of three empirically established GCQ behaviors, alongside voice non-recognition and intrusive interruptions.
Purpose
Despite their cultural salience, GCQ behaviors have received limited empirical attention. No existing scale captures all three GCQ types, and prior research has largely relied on self-labeling, limiting analytical precision. Thus, this research project aimed to (1) develop and validate a comprehensive scale to measure GCQ in the workplace, (2) position GCQ within a broader nomological network of workplace and individual factors, and (3) extend the scale's validation to six additional countries.
Method
Our research project consisted of four studies. Study 1 involved two rounds of qualitative data collection and analysis for item development. Study 2 used parallel analysis and exploratory factor analysis to examine the scale's factor structure. Study 3 confirmed the structure using a series of confirmatory factor analyses (CFA), and Study 4 assessed convergent, discriminant, criterion and nomological network validity and tested measurement invariance across the seven countries.
Results
The final Workplace Gender Competence Questioning Scale (WGCQS) consists of 11 items across two factors. CFA results across all countries indicated good model fit, and strict measurement invariance was established. The scale showed strong convergent validity and acceptable discriminant validity. Furthermore, GCQ was meaningfully situated within a broader network of person- and work-related variables in each country.
Conclusion
The WGCQS offers a reliable tool validated in seven languages for measuring GCQ in the workplace. Its development provides a foundation for deeper theoretical and empirical investigations into subtle forms of gender discrimination and their implications for women's workplace experiences and outcomes.