earticle

영어

Recently, medical esthetics that pursues both beauty and health take a large part in the esthetics field. Consequently, dermatologic clinics began to run affiliated medical aesthetic for the first time and now clinics that provide beauty-enhancing treatments other than dermatologic care are increasingly doing the same. Accordingly, based on realistic demands for human resource management of medical estheticians, this study aims to find out necessary and sufficient condition to reduce turnover rates of estheticians by examining each of their behavioral style's traits and aptitudes with regard to their job satisfaction. We initially had distributed a total of 200 surveys, and finally chose 189 of them, excluding the rest five in which the answers were unreliable in order to find out the effects of estheticians’ DISC behaviors on their job satisfaction. The following is the analysis of our research outcomes on the estheticians’ job satisfaction in local aesthetic clinics according to their DISC behavioral styles. First, the most common style found among the subjects was type I. The second most common was type S. Second, the subjects’ demographic characteristics were that they moved to another clinic after one to three years of working in the first aesthetic clinic where they landed a job after they had graduated from community colleges with aesthetic-related major. The reasons included dissatisfaction with working hours, the number of days off and paycheck. The analyzed result of the effect of chain esthetician's work engagement, self-efficacy on job satisfaction showed that S styles had high job satisfaction in workload, working condition and the reason why S styles' job satisfaction is high was analyzed that they were obedient to superior's instruction, adjust themselves well to circumstances, felt stronger stability in team than in individual and in case there was a work after working hour, they sacrificed themselves for the work to be carried out smoothly, feeling satisfaction in their job, and chained medical esthetics are highly mature in carrying out works because they always set up a goal through periodic meeting and performance report, process works reflecting it and distribute works systematically. Therefore, through a regular analysis of estheticians’ DISC behavioral styles, training can be conducted on how to apply the estheticians’ traits according to their DISC behavioral styles, thus improving efficiency of the clinics. Also, by reestablishing recognition that medical esthetician is a stable and sustainable occupation, this will have a positive impact on reducing estheticians’ fears about moving to another clinic as well as following losses of clinics, which continue to be pointed out as the biggest problem in the field. In conclusion, for aestheticians to make a leap forward, a variety of job responsibilities and duties should be allocated appropriately and they should be provided the opportunity to improve themselves so that they could fully make use of each one’s unique traits. On top of this, aesthetic clinics should recognize estheticians’ behavioral differences and positively take into account their behavioral traits and perspectives for effective talents nurturing and human resource management. That will have a great impact on performance of clinics as a whole.