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Abstract Coming with evolution of social structure, the industrial structure has been changed continually. From earliest agriculture and industrial society. Taiwan has gradually moved into modern society¡Vservice society. Within service society, department store is the most typical business. For the clerks of department store the most significant job is providing face-to-face service to customers. The working hours for the clerks are mainly concentrate on vacation and nighttime combined with long period standing. Hence the influential of physical and psychological stress will cause job burnout. Precisely, clerks are not directly employed by the department store, even they affect the sales and quality of department store nevertheless the department store could not implement the same motivation on clerks as they were hired by boutique. Managerial methods and strategies have become the critical topic for human resource mangers. This study focus on the source of job burnout, the clerk is the main component, job burnout is the media variance, using those factors to discuss the mediating effect among leadership, role stress, social support, turnover intention, sales performance and sales attitude to the job burnout. The consequence indicated that: 1.The clerks gained highest degree in the leadership of goal achievement. 2.With role stress, the role overloads that affect clerks is more seriously. 3.With social support, the colleagues supporting provide the highest support. 4.With job burnout, the exhaustion that affects clerks is more thoughtfully. 5.A negative correlation was identified between leadership and job burnout. Along the leadership, it emphasizes the goal and depersonalization has negative interaction but the interactive to the diminished personal accomplishment among leadership result positive effect. 6.The positive correlation was identified between role stress and job burnout of clerks. Once the role overloads of the role stress occur, the positive effect of exhaustion may take place and the negative effect may diminish personal accomplishment. Further the role ambiguity and role conflict of role stress may show the positive correlation. 7.A notable correlation was identified between social support and job burnout. The workman support of social support may have negative correlation on job burnout. Moreover, a negative correlation was identified between family supports of depersonalization and diminishes personal accomplishment. 8.A predictable correlation was identified between job burnout and turnover intention. The job burnout and turnover has positive correlation. 9.A diligent positive correlation was identified between job burnout and turnover intention. The exhaustion of job burnout and turnover intention has positive effect. 10.A significant correlation was identified between exhaustion of job burnout and diminishes personal accomplishment. Exhaustion of job burnout to the sales performance has positive effect, in addition diminish personal accomplishment of job burnout has positive effect to the sales performance. 11.A notable negative correlation was associated with job burnout and service attitude. Depersonalization of job burnout and diminished personal accomplishment creates negative effect. 12.In mediating effect, the leadership will affect the turnover intention by job burnout; the role stress will cause turnover intention and service attitude by job burnout. 13.The interaction among leadership, role stress and social support will influence job burnout precisely. KEY WORDS: Leadership, Role Stress, Social Support, Department Store, and Clerk of Boutique, Job Burnout

How to increase the extent of sales competency and growth need strength of salespeople would affect individual or organizational performance strongly. This study intends correlating compensation structure with salespeople¡¦s job performance. In this study compensation structure is independent variables, job performance is dependent variables, the distributive equity is a mediator. Besides, we defined the working experience and sales competency as a moderator between the compensation structure and distributive equity, and growth need strength is defined as moderator between the distributive equity and job performance. The subjects of this study are 548 salespeople of a department store in Kaohsiung. This research used the questionnaires. The data were analyzed by reliability analysis, factor analysis, one-way ANOVA and hierarchical regression analysis to discuss the relationships between compensation structure, distributive equity and job performance for salespeople. Besides, the mediating effect of distributive equity and the moderating effect of work experience, sales competency and growth need strength are also discussed. The findings of the study are as follows. (1) Job-based pay correlates positively with the internal equity perception; skill-based pay and performance-based pay correlates positively with the external equity perception. (2) The internal equity perception correlates positively and significantly with working efficiency and attitude, individual equity perception also has significantly positive correlation with job involvement and performance. (3) Mediating effect of distributive equity perception is not significant. (4) Working experience cannot generate moderating effect between compensation structure and distributive equity. (5) Correlation of job-based, skill-based and performance-based pay determined by sales competence and compensation structure creates intervention on perception of both external and internal equity. (6) Growth need strength and perception of external and internal equity under distribution equity also cause intervention on involvement in and performance of work. According to the results, we offer the following suggestions: (1) For retail counters, compensation structure and employees¡¦ distribution equity perception should be highly regarded. Furthermore, strategies of recruitment should be enhanced, and a comprehensive system of on-job training shall be established in order to improve employees¡¦ performance. (2) For salespeople at the retail counters, they should strengthen their competitiveness, understand the meaning of working as a salespeople, develop a correct attitude towards serving customers, and stick to the customer-oriented concept.

Service industries increase every year in global industry, more and more labors work in this industry, thus this research is aimed at understanding the current situation of management development of first-line manager in service industry. The population of our survey is confined to the first-line manager of service industry. The questionnaire survey was adopte for the study. Of totally 332 distributed questionnaires, there are 91 effective. Through statistics analysis, the main results of the study are concluded as follows: 1.About managerial competency demand, ¡§customer service-oriented¡¨ and ¡§relationship competencies¡¨ are most important in all service industries, ¡§joint venture¡¨ and ¡§balance life and work¡¨ are relative not important. As the scope of management becomes wider, ¡§nurturing¡¨ and ¡§problem solving¡¨ become important. 2.As regard to management development techniques, ¡§personal skills training¡¨ is most important, ¡§talent selection¡¨ is second. Different services industries may use some techniques upon industries characteristics. 3.Management development assessments are not popular in service industries, only ¡§group discussion¡¨ and ¡§simulation game¡¨ are used often, both of them could be related to work in practice. 4.In all service industries, ¡§on-the-job-experiences¡¨ and ¡§management skill training¡¨ are most used management development techniques, ¡§evaluate past experiences¡¨ and ¡§evaluate competencies¡¨ are most used management development assessments.

Since 2003, the density of convenient stores in Taiwan has surpassed it is in Japan and Taiwan has become one of the most competitive regions in the world. The business mode in modern convenient chain stores is established by a standard operating process to duplicate rapidly to form franchise in a short period of time and build up advantage of economies of scale. The advantage will then reduce the overall operating cost to increase the profit. In order to solve the problem of manpower shortage generated from the speeding expansion of stores, joining ¡§franchise¡¨ would become the ideal solution. The core development of known-how for the four major convenient chain stores, 7-ELEVEn, FamilyMart, HiLife, and OK, is based on business mode of franchise chain stores. As of the end of 2008, the total number of four major convenient chain stores has exceeded over nine thousand. The majority of them are franchise stores and the franchise rate reaches 87.5%. Therefore, how to establish a complete staff education training to ensure operating quality and maintain store competitiveness is one of the keys in the business strategy for main franchise branch. This paper uses a certain major convenient franchise store in Taiwan as the target, and focuses on the effectiveness on critical success factors of staff education and training in the convenient franchise store. This paper adopts AHP (Analytic Hierarchy Process), exploring from the reference and an interview in depth with company supervisors from the case to conclude five evaluation indicators of critical success factors and twenty-six success factors to create AHP questionnaires. Then, twenty-five senior store supervisors and franchise store managers were required to process questionnaire interview and select the critical success factors. The three top evaluation indicator of critical success factors in second layer of structure of the staff education and training in convenient franchise stores in order are: (1) staff attitude; (2) reward and punishment measures; and (3) training course planning. The top five critical success factors in the third layer of structure are: (1) the degree of learning requirement for part-time staff required by store manager; (2) vivid and lively teaching method; (3) degree of store learning atmosphere; (4) connection between learning effectiveness and franchise renewal; and (5) acceptance of store manager towards education training.

Between the 1970s and 2014, Winnipeg experienced dramatic change in the distribution of healthy food retailers in inner-city neighbourhoods. Winnipeg’s “active core” neighbourhoods identified through Dr. David Gordon’s research on Canadian suburbs (Gordon & Jean 2011), have undergone a decline in accessible healthy food options and a rise in food deserts. This practicum identifies the causes of food retail decline and possible strategies for improving accessible healthy food retail options within Winnipeg’s active core. The changes in the distribution of food retail over time in Winnipeg are displayed through a series of maps: one for 1971 and every five years thereafter until 2011, and the year 2014, using data collected through telephone directories. Spatial data of Winnipeg’s active core is compared with population density data, informational maps, and other statistical data. Finally, various stakeholders, including planners, current and former business owners and other experts are interviewed to discuss these trends, lessons learned, and possible solutions. / October 2015

published_or_final_version / Housing Management / Master / Master of Housing Management

The coffee consumption in Asia has experienced an exponential growth in recent years, it's a combination of a world trend that has embraced coffee drinking culture and elevated it to a Craft level drink, as well as the influence of western cultures. We can observe a sustained growth in Taiwan since in the last 5 years the composition of imports reflect a constant shift to import better and higher quality coffees. In recent years the main cities of Taiwan have seen an increased amount of specialty coffee shop options that focus and growing interest and trend of consumers that have made coffee their daily beverage of choice. As a result Taiwan is now a renowned location because of its talented coffee people that have won in recent years international competition in all of the different categories. We can observe that the market has been segregated in two categories, the high end with Starbucks as the leader in its category, followed by many independent coffee shops that offer high end specialty coffee. In the lower end we have low priced coffee options offered in Chain store coffee shops and convenience stores. The average price of the high end is double the price of the low end options, creating a gap and a market that is currently not being addressed in the market. To be able to differentiate from the low end price options in the market and attract the right consumers to our stores, we will carefully curate our offerings based on market research to determine the right positive price and quality ratio for our consumers. Our product offering will include: Coffee drinks, light pre¬prepared food, as well as roasted coffee and coffee brewing accessories. Our Coffee Shops will create a unique coffee experience that engages the 5 human senses (sight, smell, touch, listening and taste), of the consumer when they enter our strategically located store in a high traffic area, where we will serve on-the¬go as well as 10 sitting tables of 3 people. We will hire coffee passionate consumer oriented Baristas that will familiarize and educate our consumer with the different coffee options available, while we prepare the coffee using innovative coffee preparation methods. With a initial investment of NTD$2,407,000, we expect to have a gross margin of 38%, while serving 450 consuming customers per month at the end of the first year, be cash positive in the 8th month, and be able to return our investment in the middle of the 2nd year.

ITC/USA 2013 Conference Proceedings / The Forty-Ninth Annual International Telemetering Conference and Technical Exhibition / October 21-24, 2013 / Bally's Hotel & Convention Center, Las Vegas, NV / External stores separation campaign is very risky therefore its preparation presents a big technical challenge for the instrumentation group. Determination of store trajectory requires the integration of two hi-speed hi-resolution video cameras into FTI. Link bandwidth precludes the development of a real-time application to be used at the Ground Telemetry System (GTS) for separation validation. To improve efficiency IPEV, with FINEP funding, is developing a system where the separation trajectory is computed on-board and in real-time. Computed parameters are merged into FTI to be processed into GTS and compared to the estimated trajectory. The proposed architecture is presented and discussed.

The Resource Description Framework (RDF) is the logical data model of the Semantic Web. RDF encodes information as a directed graph using a set of labeled edges known formally as resource-property-value statements or, in common usage, as RDF triples or simply triples. Values recorded in RDF triple form are either Universal Resource Identifiers (URIs) or literals. The use of URIs allows links between distributed data sources, which enables a logical model of data as a graph spanning the Internet. SPARQL is a standard SQL-like query language on RDF triples. This report describes the translation of SPARQL queries to equivalent SQL queries operating on a relational representation of RDF triples, and the physical optimization of that representation using the IBM DB2 relational database management system. Performance was evaluated using the Berlin SPARQL Benchmark. The results show that the implementation can perform well on certain queries, but more work is required to improved overall performance and scalability. / text