The purpose of the current study was to extend organizational communication scholarship by examining the influence of culture on the use of motivating language by supervisors in Mexican organizations. Furthermore, the influence of motivating language on employees’ perceptions of their supervisors’ communication competence and their own job satisfaction and organizational commitment was examined. Participants included 158 full-time employees from a number of organizations located in Mexico. The current findings indicate that supervisors in organizations located in Mexico, tend to use direction-giving language most frequently followed by meaning-making language and empathetic language. Direction-giving language was also indicated as the greatest predictor of communication and organizational outcomes. A discussion of the current findings highlighting expectancy violations theory was also offered.