Built on the Conservation of Resources (COR), Multiple Intelligence (MI), and Social Exchange (SET) theories, this study investigates how cultural intelligence, emotional intelligence, and perceived organizational support influence newcomers’ task performance and error reduction. The research also explores the mediating effects of emotional exhaustion and the moderating effects of cognitive diversity. Data were collected from 476 participants in organizations employing newcomers, using census, stratified, and simple random sampling techniques. Structural Equation Modeling (SEM) was employed to test the research hypotheses. The results reveal that higher levels of cultural and emotional intelligence are negatively associated with emotional exhaustion, while an increase in perceived organizational support reduces emotional exhaustion. Emotional exhaustion was found to be linked to higher error rates and lower task performance. The mediation analyses showed that emotional exhaustion mediated the relationship between cultural intelligence, emotional intelligence, and perceived organizational support and both task performance and error reduction. Furthermore, cognitive diversity moderated the relationships between cultural intelligence and emotional exhaustion, as well as between emotional intelligence and emotional exhaustion. These findings underscore the critical roles of cultural and emotional intelligence, along with organizational support, in mitigating emotional exhaustion, reducing errors, and enhancing task performance, while emphasizing the importance of cognitive diversity in shaping organizational outcomes.

Background: Effective supervision through information sharing meaningfully influences employee performance and error reduction. Though the benefits of information sharing are well investigated, its specific impact on new employees’ error reduction in competitive fields, like hotels with various mediators and moderators, is less explored. This research, using the conservation of resources theory, examines how supervisors’ information sharing affects novices’ error reduction, giving attention to the roles of social skills and information seeking.Aim: The study investigates the effect of supervisors’ information sharing on new employees’ error reduction, focusing on how this behaviour, through the moderating effect of social skills and the mediating effect of information seeking, fosters positive affect and reduces errors in the workplace.Setting: The research was conducted among 330 new employee-supervisor dyads at five-star international hotels in Ethiopia.Method: The research is a descriptive and explanatory study using cross-sectional and quantitative methods to analyse data using structural equation modelling.Results: The results indicated that supervisors’ information sharing positively influences error reduction in new employees, enhances positive affect and information seeking and decreases emotional exhaustion.Conclusion: Effective information sharing is crucial for reducing errors and enhancing performance within the hospitality setting, facilitated by the mediation of information-seeking behaviours and the moderation of social skills effects.Contribution: The study has the following theoretical contributions. Firstly, it contributes to a deeper understanding of the importance of supervisors’ information-sharing effects on the behavioural outcomes of new employees during their socialisation stage. Secondly, the study fosters the Conservation of Resources [COR] theory, initially resource gain may not always reveal resource gain in the future as well by looking at the mediating mechanisms between the outcomes of new employees’ error reduction and the supervisor information sharing.