ORIGINAL RESEARCH article
Front. Psychol.
Sec. Sport Psychology
This article is part of the Research TopicFootball Training and CompetitionView all 24 articles
More than a whistle: Examining the role of organizational culture and talent development in football referee progression
Provisionally accepted
- 1Manchester Metropolitan University, Manchester, United Kingdom
- 2Liverpool John Moores University Liverpool Business School, Liverpool, United Kingdom
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Talent development is a foundational process that enables performance, facilitates the realisation of potential, and promotes positive engagement with growth opportunities. In the context of football, this is important to referee bodies because of the need to attract, retain, and progress officials. Noting high referee attrition and a shortage of elite officials, this study examined how conscientiousness, mental toughness, and organizational culture influenced referees' perceptions of talent development. One hundred and eighty-one referees, categorized by the highest level at which they had officiated, completed self-report measures. Analysis revealed a significant main effect of referee level on perceptions of talent development. Officials at intermediate level 4 reported a specific drop in talent development, particularly in Holistic Quality Preparation (integrated development) and Support Network (availability of assistance), indicating a developmental bottleneck. Further comparisons among the most experienced officials found that while conscientiousness and mental toughness did not differ, Super-Elite (i.e., international medal winning) versus Elite (i.e., high ranking) referees held significantly more positive perceptions of organizational culture and talent development. Thus, while a baseline level of psychological resources is essential for officiating, perceived quality of organizational environment distinguishes between those at the highest levels of refereeing.
Keywords: talent development, officiating bottleneck, referee retention, Mental toughness, conscientiousness, Organizational Culture
Received: 09 Sep 2025; Accepted: 03 Nov 2025.
Copyright: © 2025 Batey, Taylor, Powell, Patra, Denovan and Dagnall. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.
* Correspondence: Mark Batey, m.batey@mmu.ac.uk
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