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Abstract

Although sports referees are a critical element of sporting events, with athletes and coaches, little is known about factors influencing referees' intention to quit their career. Therefore, the aim of this study was to investigate the influence of perceived organizational support, job satisfaction, and career commitment on football referees' turnover intention. Data were collected from certified football referees in South Korea (N = 172) and analyzed using SmartPLS 3.0. The results revealed paths from perceived organizational support to job satisfaction, career commitment, and turnover intention were statistically significant. Job satisfaction positively affected career commitment. Finally, job satisfaction and career commitment have negative influences on referees' turnover intention. The findings of the current study contribute to the field's understanding of how officials' psychological well-being (i.e., perceived organizational support) affects their turnover intention.

Workplace Harassment And Perception Of Organizational Support On Turnover Intention: Job Satisfaction As A Mediation Variable

“…Positive connections imply that employee job satisfaction will rise in direct proportion to perceptions of their organization's support, and vice versa. This study supports Choi & Chiu (2017) research, which show a strong and favorable link between job satisfaction and the impression of organizational support. Employees will feel more supported by the organization and be more motivated to work to improve their job satisfaction when employee welfare is high.…”

“…Employees will feel like they belong and try harder to make a good impact at work when they perceive strong organizational support (Eisenberger et al, 1986). According to Choi & Chiu (2017), work satisfaction and perceptions of organizational support have a beneficial link. When employee welfare is high, it will increase perceptions of organizational support, and employees will become more enthusiastic, increasing employee job satisfaction.…”

“…Turnover intention jobs to other organizations can decrease (Imran et al, 2014). Organizations try to support employees through salaries, benefits, training, promotion opportunities, and other welfare programs so that employees who contribute generously do not move to other organizations (Choi & Chiu, 2017). As a result, one of the factors contributing to the intention to leave the company is perceived organizational support (Park & Min, 2020).…”

“…Internal and external organizational environmental conditions that change directly or indirectly can reduce job satisfaction, which creates a desire to switch employees, and in the end, employees move (Nazenin & Palupiningdyah, 2014). Choi & Chiu (2017) and Li et al (2019) state that there is a negative effect between job satisfaction and turnover intention. According to Widiana & Budiono (2021), work satisfaction has a considerable impact on employees' intentions to leave their jobs.…”

Public Service Motivation and Turnover Intention: Testing the Mediating Effects of Job Attitudes

“…Indeed, research has confirmed that employees' job dissatisfaction increase their desirability to leave and, thereby, leads to a greater intent to leave (Huang et al, 2017;Zeffane and Melhem, 2017). With regard to its potential influence on organizations, job satisfaction generally has played a significant role in the decision of employees' intention to quit, because it has been one of the "most critical predictors of turnover intention" (Choi and Chiu, 2017). At the organizational level, job satisfaction is closely related to the degree of absenteeism, job performance, turnover intention, and organizational citizenship behavior (Wright and Bonett, 2007).…”