頭皮管理 從事者의 職務滿足度에 影響을 미치는 要因

Abstract

Today, a serious scalp problem is caused by environmental pollution, stress and others. In the past, only those in their 40's or 50's suffered from the loss of hair, but nowadays this problem is considered severe among those in their 20's or 30's. The serious scalp problem has contributed to the quick expansion of scalp-related market, and so the number of head scalp workers shows a rising trend, too. The purpose of this study is to understand the working environment and job practices of scalp care workers and thereby to find out the ways for the growth of related field. Both methods of questionnaire survey and reference studies were used to search for the factors affecting the job satisfaction of scalp care workers. The questionnaire survey was carried out with the subjects of workers handling scalp care at hair salons and scalp care shops located in Seoul, during the period from June 22 till October 7, 2009. Out of the 250 copies of the questionnaire distributed, 233 copies were collected and used for the final analysis. The findings are as follows. First of all, as the result of demographic features, scalp care workers were composed mostly of single females in their 20's, which indicates this job would become promising to young females when the scalp-related field expands and grows in the future. Their schooling showed that more than half of them were graduates of a professional college or higher institution, which indicates their educational background would be elevated in the future. It is expected that their monthly average income gets considerable with their achievement of proper work experience, in view of the fact that the study survey was conducted much with the subjects having a few years' working experience. As to the result about the working conditions of scalp care workers, the study questionnaire was composed of the issues handled at operation space where scalp care and other hairdressing jobs were done together and they accounted for a major part. Additionally, the questionnaire was much targeted toward the scalp care workers with working experience of 1- 2 years, and the topics related to them accounted for a major part. Regarding the number of monthly average off-days, turnover, and working experience, the survey was conducted with the subjects working mostly at the operation space where hairdressing jobs were done together, and the number of off-days was only a few and the separation among jobs was not clear. So, the response of turnover is considered to result from working environment, human relationship, or pay conditions. As to the differences in scalp care workers' job satisfaction and in the factors perceived as the problems relating to their working conditions, the difference in job satisfaction was indicated high as the factor for the consideration of leaving from work among all the factors, except the difference in job satisfaction resulting from daily average working hours and leaving from work. It was followed by a significant differences in the satisfaction with the job itself and the satisfaction with pay system. As the vulnerable areas in hairdressing industry, the unsystematic pay system and the job itself need to be improved, and particularly the factor leading to leaving from work, which was perceived high among nearly all factors, should be improved as soon as possible. As to the difference in the factors recognized as the problems by scalp care workers, the survey indicated daily average working hours, monthly average working hours, dissatisfaction with welfare system by the working year, dissatisfaction with working environment, and dissatisfaction with compensation and pay. These results appear to be caused by the practices that the proper number of working days and working hours is not observed at most premises and the experience-based compensation is negligible, unlike in other jobs. Finally, as the influence of the problem recognition at scalp care shops on the job satisfaction, the study indicated that the dissatisfaction with working environment system caused the low satisfaction with work partner relationship satisfaction, satisfaction with job itself, satisfaction with training system, which led to their consideration of leaving from work, while positively influencing the satisfaction with pay system. The dissatisfaction with compensation and pay system affected the satisfaction level to be low in the satisfaction with the job itself, pay system, and promotion system, which worked as the influence to consider leaving from work. The dissatisfaction with welfare system worked as the factor leading to lowering the satisfaction with pay system. As the above findings show, the 'consideration of leaving from work' is seen most among the job satisfaction factors for scalp workers, which needs proper response and improvement. Among the factors of problem recognition, the improvement should be made in the system of welfare, compensation, and pay, which are the weak areas in hairdressing industry, together with the improvement in working environment. Additionally, the proper measures in the system relating to turnover and pay system and the contents of job itself should be urgently taken for the improvement, in view of the fact that the dissatisfaction with working environment, compensation and pay system, welfare system affect most the 'consideration of leaving from work,' 'satisfaction with pay system,' and 'satisfaction with the job itself.'