The general and facet-specific job satisfaction of voluntary referees based on the model of effort-reward imbalance

Abstract

ABSTRACT Research question Despite the importance of referees for competitive sports and their decreasing numbers in various countries across sports leading to organisational problems, little is known about their job satisfaction and its determinants, although it substantially contributes to their intention to continue. To overcome this research gap, this study examines voluntary referees’ general job satisfaction and several job satisfaction facets, their efforts and rewards based on the effort-reward imbalance (ERI) model and how this ERI relates to their job satisfaction. Research methods The study’s sample consists of n = 3075 voluntary football referees in Germany. Having completed an online survey. Logistic regression analyses, confirmatory factor analysis and structural equation modelling were employed to answer the research questions. Results and Findings The four job satisfaction facets esteem, colleagues, promotion prospects and expense allowance all significantly predict the voluntary referees’ general job satisfaction accounting for more than one-third of its variance. While esteem shows the highest practical relevance in determining job satisfaction, promotion prospects and expense allowance have the lowest influence. Although voluntary referees predominantly do not indicate an ERI, it is significantly associated with job dissatisfaction. Implications This study enriches theory considering general and facet-specific job satisfaction in combination with the ERI model. Practically, to create a satisfying refereeing environment, associations should particularly ensure that referees feel appreciated for their voluntary activity and foster the social interaction among referee colleagues strengthening their camaraderie. Furthermore, associations can attempt to reduce efforts or increase rewards to prevent referees’ job dissatisfaction.