Abstract
As a follow-up research of a qualitative study conducted by Lee(2015), this study needed to carry out a quantitative research targeting not a group of experts but of working-level staff and verify the validity of the assessment scales. As far as the study learned from an exploratory factor analysis of the preliminary research, these 12 questions that were incorrectly categorized or that presented outliers had to be removed and as a consequence, the researcher of the study was led to an outcome(75 Items) that would correspond to this factor structure which one had temporarily set up. For the next step, in order to carry out a confirmatory factor analysis, the study worked on verification on a four-stage structural equation model with each of the factors which the researcher had established applied by stage. In the end, a result to confirm how the model's goodness of fit eventually increases with the factors which the researcher had set up added was gained and lastly, another outcome to agree to the hair designers' expertise practice model which the researcher had created was obtained. In the meantime, in terms of the assessment scales which this study has discussed, the study assumes that since the scales accepted a self-rating method, it may lead not only to increase in expertise through self-reflection but also to establishment of a rational class system based on results of objective expertise measuring but not of subjective judgment by superiors.
본 연구는 Lee(2015)의 질적 연구에 대한 후속연구로, 전문가 집단이 아닌 실무자들을 대상으로 양적연구를 진행하여 평가척도의 타당성을 실증할 필요가 있었다. 이에 따라 예비조사의 탐색적 요인분석을 진행한 결과 오분류 및 이상치를 나타낸 12개의 문항을 삭제하였으며, 그 결과 연구자가 잠정적으로 설정한 요인구조와 대체로 부합하는 결과(75문항)를 나타냈다. 이후 확인적 요인분석을 진행하기 위해 연구자가 설정한 요인들을 단계별로 투입한 4단계 구조방정식 모형에 대한 검증을 진행하였다. 그 결과 연구자가 설정한 요인이 추가되면서 점차 모형적합도가 향상되는 결과를 나타냈으며, 최종적으로 연구자가 설정한 헤어미용사 전문성 구인화 모형에 부합하는 결과로 나타났다. 한편 본 평가척도는 자기평정방식을 채택하였기 때문에, 자기반성을 통한 전문성 향상을 유도할 수 있으며, 상급자의 주관적 판단이 아닌 객관적인 전문성 측정이 가능하여 합리적인 직급체계를 정립할 수 있을 것으로 기대된다.