Factors influencing soccer referee’s intentions to quit the game

Abstract

The number of football referees in England has declined significantly over recent years, posing a threat to the future of competitive soccer. This exploratory study investigates the factors which influence referee’s intention to quit the game. Unstructured qualitative interviews (N = 12) were conducted with 3 past and 9 present referees. Interviews were transcribed and analysed using inductive content analysis. Three higher order dimensions emerged: Organizational factors (e.g. support, training and feedback on performance), Personal factors (e.g. psychological impact, intention to quit and personal benefits) and Match factors (e.g. psychological intimidation, physical intimidation and RESPECT protocol). Organizational factors were cited more than any others in relation to intention to quit and thus, ultimately, have the most impact on attrition. Ways in which the findings might inform efforts to retain referees are discussed.

Notes

1. Thomson, The Man in Black.

2. Brackenridge, Pitchford and Wilson, ‘RESPECT’.

3. The Football Association, National Game Strategy.

4. Tuero et al., ‘Analysis of the Factors Affecting the Practice of Refereeing’.

5. Anderson and Pierce, ‘Officiating Bias’.

6. See footnote 5.

7. See footnote 5.

8. Rainey, ‘Stress, Burnout and Intention to Terminate among Umpires’.

9. Taylor et al., ‘Perceived Stress, Psychological Burnout and Paths to Turnover Interventions among Sports Officials’.

10. See footnote 2.

11. See footnote 6.

12. VanYperen, ‘Predicting Stay/Leave Behaviour among Volleyball Referees’.

13. Anshel and Weinberg, ‘Sources of Acute Stress in American and Australian Basketball Referees’.

14. Miles and Huberman, Qualitative Data Analysis.

15. Smith et al., The Scale of Occupational Stress.

16. Clarke and Cooper, Managing the Risk of Workplace Stress.

17. O’Hara, Why Law Enforcement Organizations Fail.

18. See footnote 8.

19. See footnote 4.

20. Brackenridge, Pitchford, and Wilson, ‘RESPECT’.

21. See footnote 12.

22. See footnote 8.