DETERMINANTS OF EARLY-CAREER EMPLOYEE PERFORMANCE IN DENPASAR'S HOSPITALITY SECTOR: THE MEDIATING ROLE OF WORKPLACE COMMUNICATION

Ni Putu Emilia Nonika Sari; Agus Ferdy Maradona

doi:10.36526/sosioedukasi.v15i3.9681

Authors

Ni Putu Emilia Nonika Sari Master of Management Study Program, Graduate School, Universitas Pendidikan Nasional, Denpasar, Bali, Indonesia
Agus Ferdy Maradona Master of Management Study Program, Graduate School, Universitas Pendidikan Nasional, Denpasar, Bali, Indonesia

DOI:

https://doi.org/10.36526/sosioedukasi.v15i3.9681

Keywords:

early-career employees, hospitality, workplace communication, knowledge sharing, PLS-SEM

Abstract

This study investigates how competence, delegation, and knowledge sharing are associated with early-career employee performance in star-rated hotels in Denpasar City, Bali, and whether workplace communication mediates these relationships. Drawing on the performance framework of Gibson et al., the study positions workplace communication as a process through which individual and organizational resources are translated into coordinated work behavior. An explanatory quantitative, cross-sectional design was applied to 125 permanent or contract employees aged 18–35 years with six months to five years of organizational tenure. Data were collected using a 25-item five-point Likert questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS. The measurement model met the specified reliability, convergent-validity, and discriminant-validity criteria. The structural model explained 43.1% of the variance in workplace communication and 49.5% of the variance in performance. All direct and indirect hypotheses were supported. Delegation had the strongest effect on workplace communication (β = 0.376), knowledge sharing had the strongest direct effect on performance (β = 0.328), and workplace communication positively affected performance (β = 0.243). Workplace communication provided complementary partial mediation for the effects of competence, delegation, and knowledge sharing on performance. The findings emphasize structured delegation, interactive knowledge sharing, competence development, and routine two-way feedback as mutually reinforcing practices for early-career employees in hospitality.

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