The Structure Model And Influence Factors Of Job Performance Of Professional Sports Caoaches

We chose a two-factor structure model of task performance and contextual performance as the theoretical basis and job performance structure of professional coaches in China as the subject of our study. Participant data were collected through interviews and questionnaires and analyzed with mathematical statistics and multi-analysis, which is, in an attempt to structure the job performance model of professional coaches in China and address the influences of job satisfaction, organizational commitment and job burnout on dimensions of job performance. Our results demonstrate the following:1.The job performance structure model of professional coaches in China is a high-order five-factor model consisted of a high-order single factor and first-order four factors. The high-order single factor is job performance, and the first-order four factors are task performance, contextual performance, development performance and counter-productive performance.2.Based on the five-factor theory model and interviews with administrators and coaches, the job performance scale for professional coaches in China consists of 26 entries with four dimensions. It is also better in terms of internal consistency reliability and construct validity.3. There is a significant correlation between job satisfaction and several dimensions of job performance. Meanwhile, hierarchical multiple regression analyses show that job satisfaction could significantly predict dimensions of job performance assuming that the demographic variable is well-conducted.4. The significant correlation also exists in dimensions of organizational commitment and job performance. Hierarchical multiple regression analyses show that organizational commitment significantly affects dimensions of job performance assuming that the demographic variable is well-conducted. The details are (1) affective commitment and ideal commitment could significantly predict job performance; (2) affective commitment and normative commitment could significantly predict contextual performance; (3) dimension of affective commitment could significantly predict development performance; (4) affective commitment and normative commitment could significantly predict counter-productive performance.5. A significant correlation exists in dimensions of job burnout and job performance. Hierarchical multiple regression analyses show that job burnout could significantly affect dimensions of job performance assuming that the demographic variable is well-conducted. The results are (1) emotional exhaustion, reduced professional efficacy and knowledge depletion could significantly predict task performance; (2) emotional exhaustion, deindividuation and reduced professional efficacy could significantly predict contextual performance; (3) Deindividuation, reduced professional efficacy and knowledge depletion could significantly predict development performance; (4) reduced professional efficacy and knowledge depletion could significantly predict counter-productive performance.