美髮設計師選擇美髮沙龍之關鍵因素

目前台灣服務業美髮市場處於飽和狀態，以資策會FIND團隊2019年統計資料顯示美髮及美容美體店家總數約3萬多家，加上家庭式美髮店家、自營美髮店家等更是不計其數，而勞動部『職業別薪資調查報告』（2019）顯示，2019年美髮、美容及造型設計受僱人員人數達35,992人，導致美髮沙龍店家之間競爭也是非常激烈，不管是壓低價位以及促銷活動吸引顧客，以及為了吸引美髮相關人才，會以壓低抽成以及業績給出相對其他美髮沙龍店家更好的福利等，吸引優秀的新生代美髮設計加入團隊，但往往福利相對好的公司對員工的工作約制以及要求也就越嚴格，導致新生代的美髮設計師沒辦法長期留任，現今的美髮沙龍店家必須要了解新生代美髮設計師想要的工作環境以及管理制度等，才能夠選出人才、用對人才以及留住人才。本研究透過德爾菲法建構出美髮設計師選擇美髮沙龍店家之研究架構，再運用決策實驗室為基礎的網路分析程序法，針對3-10年的新生代美髮設計師進行問卷調查與分析。研究結果顯示美髮設計師選擇美髮沙龍店家之關鍵準則包含『功能性形象知覺』、『技能研討交流』、『員工人際關係』、『象徵性形象知覺』、『經營管理』、『工作負荷性』。因果圖顯示新生代的美髮設計師選擇美髮沙龍店家之關鍵因素，美髮沙龍店家如果想要改善舊有的制度可以考慮由準則『功能性形象知覺』開始著手，其中功能性形象知覺且為『傾向影響其他準則』傾向為『因』，影響準則有『象徵性形象知覺』、『技能研討交流』、『工作負荷性』、『員工人際關係』在實務上亦屬合理。

關鍵字

新生代美髮設計師；美髮沙龍店；德爾菲法；決策實驗室法；網路分析程序法

並列摘要

At present, the hairdressing market in Taiwan’s service industry is in a saturated state. According to the statistics of the FIND team in 2019, the total number of hairdressing and beauty salons is about 30,000. There are countless family hair salons, self-operated hair salons, etc. The Ministry of Labor’s "Occupational Salary Survey Report" (2019) shows that in 2019 The number of employees in hairdressing, beauty and styling design is 35,992., resulting in fierce competition between hair salons, whether it is lowering prices or promoting promotional activities to attract customers , And in order to attract hairdressing-related talents, it will lower the commission and performance to give better benefits compared to other hair salon shops, etc., attracting outstanding new generation hairdressing designers to join the team, but often companies with relatively good benefits have a job contract for employees. The stricter the regulations and requirements, the new generation of hairdressing designers cannot stay for a long time. Today’s hairdressing salon shopkeepers must understand the working environment and management systems that the new generation of hairdressers want, in order to select talents and use the right ones. Talent and retention of talent. This research utilizes Delphi Method to construct framework for hairdressing designers to choose hair salon shops, and utilizes Decision Making Trial and Evaluare Laboratory(DEMATEL)Analytic Network Process(ANP) to conduct a questionnaire survey and analysis of the new generation of hairdressing designers in 3-10 years. The research results show that the key criteria for hairdressing designers to choose a hair salon store include "functional image perception", "skills discussion and communication", "employee interpersonal relationship", "symbolic image perception", "operation management", "work load". The causality diagram shows the key factors for the new generation of hairdressers to choose a hairdressing salon store. If the hair salon store wants to improve the old system, they can consider starting with the criterion "functional image perception", in which the functional image perception is "the tendency to influence others" The criterion tends to be the “cause”, and the influence criteria such as “symbolic image perception”, “skills discussion and communication”, “workload”, and “employee interpersonal relations” are it is reasonable in practice.