Research On The Career Development Of Youth Football Coaches In Hubei Province ——Based On Job Demands-resources Model

Since 1983,when FIFA first appointed an instructor to lead a training course in China,China has been reforming its coaching curriculum and building a system for training instructors.Throughout the rise of the world’s leading football nations,the constant supply of quality talent is a strong guarantee for the success of their adult teams,while the cultivation of selective youth football talents is the result of the correct guidance of coaches during their initiation and technical development.The development of the youth football coaching profession should be taken seriously,and the overall strategy for the healthy and sustainable development of the industry is ultimately implemented in the actual work of individuals,so the job demands and resources that deplete or motivate the professional development of individuals can be used as important reference indicators in the formulation of the industry policy.This study mainly uses questionnaires and interviews,and selects coaches engaged in youth football talent development in Hubei Province as the research subjects based on the Job Demands-Resources Model,and conducts an in-depth analysis of the factors influencing the career development of youth football coaches in Hubei Province.It was found that:（1）Challenging job requirements positively predicted job engagement.（2）The root causes of the hindering requirements that positively predict burnout and negatively predict work engagement are performance expectations and imperfections in the criteria for judging work requirements.（3）The developmental work demands lie in the inadequacy of one’s own knowledge base when integrating the teaching of football professional skills into classroom thinking and in the poor understanding of the work demands of teaching and educating people in the new era of football.（4）The organisational support dimension does not act as a positive predictor of their work engagement.（5）Problems at the time of talent transfer are a hindering factor in the work meaning dimension.（6）The asymmetry between work reward and work engagement is reflected in the lack of systematic and standardised sources of knowledge and effective monitoring of the payment of labour.It also proposes the following optimization paths:Collaborative roles,Comprehensive assessment,Strengthening individual professional awareness,Changing the way of organizational support,Adjusting the form of talent selection and Implementing work rewards in order to promote the professional and standardized development of the coaching profession in Hubei Province.