The beauty industry is mostly where “a customer” and “a hairdresser” meet and, as for management structure, it is labor intensive, which means it is highly dependent upon human resources in techniques and services. So this research seeks to find measures to reach the personal and organizational goals by specifying the protection methods for working condition of its human resources or workers.

A preliminary survey was conducted from September 1st to 26th, 2014, intended for employees working in beauty shops in Daegu. After supplementary revision, 391copies were used as analysis materials, and then frequency analysis, reliability analysis, one-way analysis of variance, t-test, and Duncan-test were conducted. The results are as follows:

First, regarding the subjects, women accounted for 90% of them; singles held 66%; 50.4% of them were those aged from 19~29; and 50.6% were junior college graduates. 60.9% of respondents were aware of an employment contract, and 45.3% of them didn’t sign the contract. As for the average working hours, less than 9~10 hours a day occupied 53.5%, and 6 days held 81.6% in the average working days per week. The average salary of 1 million-1.5 million won took the most proportion of 46.8%. 37.6% of subjects worked in hair shops with less than 2 workers in staff numbers. 45.8% of respondents were designers and those who had been working in their current shops for 6 months~1 year accounted for the most proportion of 25.6%.

Second, when it comes to the actual condition survey of workers in the beauty industry regarding the minimum wage system, the highest percent results are as in the following. Those who did not know the Labor Standards Act took 51.4%, and those who did not know the minimum wage system 57.5%. 55% of the subjects checked “yes” considering whether their employers complied with the minimum wage system; 60.1% answered “no” regarding whether their employers notified them of the minimum wage system; and 82.6% “no” regarding labor supervisors’ supervision.

Third, with regard to demographic factors, gender, marital status, and age didn’t affect their job satisfaction such as personal and workplace satisfaction. The higher level of education they have, the more personal satisfaction they relatively showed.

Fourth, those who closed the employment contract appeared to have higher job satisfaction, and when the contract was done in writing, they showed more personal satisfaction. The more they are paid, and the more employees are in their workplace, the higher personal satisfaction existed. Staff members in the job position were more satisfied with their job, and workers who had been working either for less than 6 months or more than 5 years had higher job satisfaction-personal and workplace satisfaction.

And, finally, employees who are aware of the Labor Standard Act were more content with their job, and so did those who knew the minimum wage system. Workers whose employer observed the minimum wage system showed higher job satisfaction, and those in shops where the minimum wage system was notified had more job satisfaction. In addition, employees in shops where a labor supervisor had supervised before were more satisfied with their job.
This research found that employment contracting and minimum wages have effects on employers’ job satisfaction. Workers in the beauty industry actually receive salaries below minimum wage on account of acquiring techniques. An employment contract affecting workers’ job satisfaction, especially labor relationship in the beauty industry begins with signing a contract. Therefore this study is to suggest measures to reinforce drawing up a contract and applying to the minimum wage system and, further, this is to introduce measures to secure hairdressers’ welfare as well as to strengthen the hairdressing business competitiveness by proposing further studies not only on different views from employers and employees in the beauty industry about settling down the minimum wage system, but also on regional wage differentials and wage differentials depending on the workers’ performance to decide the practical minimum wage.