本研究在探討消費者對品牌延伸與品牌授權產品的評估，以及採用品牌延伸與品牌授權策略對原品牌權益的稀釋效果。本研究主要包括三部份：第一，探討「消費者對原品牌的認知與評價」、「產品特徵相似性」、「品牌概念一致性」、「製造商技術移轉能力／被授權台灣廠商之產銷能力」、「延伸／授權產品之產品知識」等變數如何影響消費者對品牌延伸與品牌授權產品的評估；第二，評估品牌延伸與品牌授權對原品牌權益的影響；第三，比較品牌延伸與品牌授權對新產品評估以及原品牌權益影響的差異。 　　經由過去文獻探討，本研究提出品牌延伸與品牌授權評估之一般化數學模型，並簡化模型進行實證研究。在研究設計上，以原品牌產品相對價格、產品適合延伸與授權的程度為依據，採取3 （Nike運動鞋／Cartier珠寶／Nokia手機）×2（適合／不適合延伸與授權之產品類別）×2（品牌延伸／品牌授權）的實驗設計，將研究情境分為12組，分組探討新產品的評估及對原品牌權益之影響，並比較採用品牌延伸與品牌授權時，消費者對延伸與授權產品的評估是否有差異，以及採用品牌延伸與品牌授權對原品牌權益之影響是否有差異。 　　研究結果發現：第一，當消費者對原品牌的認知與評價愈高、產品特徵相似性愈高、品牌概念一致性愈高、製造商技術移轉能力愈強／被授權廠商之產銷能力愈強、延伸／授權產品知識愈缺乏時，消費者對延伸／授權產品有較正面的評估。第二，消費者對延伸與授權產品的接受程度會影響其對原品牌的評價，兩者具正向關係。第三，消費者對延伸產品與授權產品的評估，兩者無顯著差異。第四，消費者對新產品的接受程度對原品牌權益的影響，不會因為採用延伸或授權而有所差異。 　　由研究結果可知，採用品牌延伸與品牌授權策略，消費者對新產品的評估及對原品牌權益的影響並無顯著差異，因此知名品牌的廠商在利用該品牌的品牌權益時，只需以品牌擁有者的角度，選擇總成本最低與效益較高的策略即可。此外，在推出新產品時，要盡量選擇產品特徵相似性高、品牌概念一致性高、目標顧客缺乏主觀產品知識的產品類別，且廠商有能力產銷該產品，才能獲得品牌延伸或品牌授權極大化之原品牌權益。 第一章 緒論 1 第一節 研究動機 1 第二節 研究目的 3 第三節 研究流程 4 第二章 文獻探討 6 第一節 品牌權益 6 第二節 品牌授權 10 第三節 品牌延伸 15 第四節 由消費者角度探討品牌延伸的評估 25 第五節 品牌授權與品牌延伸的比較 41 第六節 來源國形象 45 第三章 研究方法 49 第一節 一般化模型的建立 49 第二節 研究架構 51 第三節 研究假設 53 第四節 研究設計 57 第五節 各項變數的定義與衡量 62 第六節 問卷設計與抽樣方法 65 第七節 資料分析方法 68 第四章 研究結果 69 第一節 樣本結構 69 第二節 信度與效度分析 72 第三節 品牌延伸之分析 75 第四節 品牌授權之分析 97 第五節 品牌延伸與品牌授權之比較 119 第五章 結論與建議 129 第一節 研究結論與討論 129 第二節 研究貢獻 142 第三節 研究限制 147 第四節 後續研究方向 148 參考文獻 150 中文文獻 150 英文文獻 151 附錄 158 附錄一：產品知識與涉入程度之相關分析 158 附錄二：預試問卷 160 附錄三：正式問卷 162 附錄四：延伸與授權的合併分析 171 附錄五：相關係數表 175

本研究欲了解企業內部品牌行銷的四個重要因素：公司品牌管理、品牌導向人力資源管理、員工為基礎品牌權益、品牌公民行為之間的關係。希望以品牌服務人員的角度針對此議題進行研究。本研究以問卷調查的量化方式衡量品牌服務人員對於公司品牌管理、品牌導向人力資源管理、員工為基礎品牌權益、品牌公民行為的認知情形。之後以迴歸方法進行分析，探討上述變數之間的關係。本研究獲得下列結論： 一、本研究確認公司品牌管理對品牌導向人力資源管理有顯著且正面的關係。故公司品牌管理必須採用品牌導向人力資源管理來塑造員工對企業品牌的認知。 二、本研究確認品牌導向人力資源管理對員工為基礎品牌權益有顯著且正面的關係。故當企業採用品牌導向人力資源管理時，可以提昇員工為基礎品牌權益。 三、本研究確認員工為基礎品牌權益對品牌公民行為有顯著且正面的關係。故當員工為基礎品牌權益高時，員工會成為企業品牌的擁護者與守護者，而在替顧客服務時，會主動思考品牌的利益，而無條件的展現對於品牌的正面態度與行為，即展現品牌公民行為。 / This study investigates the relationship between four critical factors of internal brand marketing, including corporate branding, brand-centered HRM, employee-based brand equity, and brand citizen behavior. This study is designed to use quantitative method to understand the cognition of four factors from brand service personnel. Then, regression analysis is used to investigate the relationship between four factors. This study finally draws three conclusions. First, there is a positive relationship between corporate branding and brand-centered HRM. Thus, the corporate should consider to adopt brand-centered HRM to educate employees when it decides to use corporate branding strategy. Second, there is a positive relationship between brand-centered HRM and employee-based brand equity. Thus, the corporate could enhance employee-based brand equity when it adopts brand-centered HRM. Third, there is a positive relationship between employee-based brand equity and brand citizen behavior. Thus, if employee-based brand equity is significant, brand service personnel may act positive brand citizen behavior voluntarily.

Diploma thesis focuses on history analysis and today's CSR issues that multinational marketing corporations have to face up. It describes both CSR positives and negative responses to CSR implementation. It follows today's customer trends on markets and possibilities, how to win mainstresm customers for CSR challenges. Especially the trend of building CSR in the core business and in brands themselves is pointed out. The diploma work shows many examples of practising marketing with some social effect, from which both the company and the supported object can profit. Finally, the work describes some possibilities of CSR implementing and communicating. The practical part describes current CSR activities of Unilever company, including its Vitality mission, that is built in the whole business.

The Thesis shows theoretical approaches of brand management and compares it with best practices used in international and czech companies. There is a picture of brand management impact of brand management into consumption behaviour of university students in Czech republic documented by own desk research.

Global and South African business challenges necessitate an increased focus on the need for effective leadership. The leaders of South African public listed organisations need to investigate new business solutions to enhance and sustain organisational effectiveness. Public listed South African organisations on the Johannesburg Stock Exchange (JSE) were selected as the organisation type for this study. This study was motivated by the need for public listed South African organisations to explore organisational leadership as a means to assist in differentiating their organisations from competitors, thereby enhancing organisational competitiveness. The primary research objective of this study was to investigate and establish an organisational leadership brand concept model for public listed South African organisations. The discussion of the literature covered the global and South African business context, the concepts of the nature of organisational leadership, brand and organisational leadership brand, and emminated in an exploratory conceptualisation of organisational leadership brand for public listed South African organisations. The pragmatic paradigm was used as the foundation of this study. The study adopted an exploratory, sequential mixed methods research approach, combining a qualitative emphasis and supportive quantitative research approach to conduct the exploratory research. The qualitative findings proposed the concepts: the nature of organisational leadership and organisational leadership brand, including stakeholders and these concepts served as the basis for designing the quantitative survey questionnaire. The quantitative results indicated reliable questionnaire items, and based on the exploratory statistical analysis of the multivariate linear regression equation, described the organisational leadership brand (OLB) concept exploratory model with the best fit. An integration of the qualitative findings and quantitative results provided the empirical support to achieve the primary research objective. The OLB concept model integrates the concepts of organisational leadership and organisational leadership brand. The study contributed across the methodological, theoretical and practical domains as follows: the nature of organisational leadership for South African public listed organisations was conceptualised; the elements comprising the concept of OLB for public listed South African organisations was described; the OLB concept model for public listed South African organisations describes the development of organisational leadership brand equity through four levels of organisational leadership brand equity development; and the OLB concept model for public listed South African organisations may assist by providing guidance for the senior leadership of organisations in establishing organisational leadership brand equity. Furthermore, the study’s research approach provides support for the use of a mixed methods research approach in the study of organisational leadership within the pragmatic context of business organisations / Industrial and Organisational Psychology / D. Litt. et Phil. (Consulting Psychology)