The brand-related theories had been valued in recent year. Brand position has been viewed as the core of brand identity, and at the meantime of establishing brands of Taiwan corporations who neglected the importance of brand position. This thesis focused on Taiwan¡¦s mobile service industry and tried to analyze and discuss the ways of establishing brand position of TransAsia Telecommunications Inc. This thesis made the conclusions as followed: (1) Discovering the variable could be differentiated at brand analysis. (2) Choosing and prompting the target-position, which could differentiate itself from other brands¡¦. (3) Communicating the consistent tone of the brand and drawing the attention through being the subject of a talk. (4) The strategic turn of brand position after been merged. Through the discoveries of this thesis, hope it could give some suggestions of building the brand position for practice. Keywords: Brand Position, Brand Identity, TransAsia Telecommunications Inc.

Abstract Role stress in the related researches on pressure is a variety which has been mentioned from work. Job satisfaction is not only a variety which usually discussed by researchers, but also an important factor for the human resource management often approached by the organization. However, many researches point out that role stress from work may reduce an employee's job satisfaction. Simultaneously, if customer service representatives (CSR) have role stress and reduce their job satisfaction, such a situation may influence the service quality and reputation of the enterprise. Recently, in order to enhance the service quality and customer satisfaction, many call centers in the telecommunication and financial enterprises are using computer and telephony integration system (CTI). Therefore, the thesis would like to research the influence of CSR role stress and job satisfaction with using CTI to analyze and discuss the case of TransAsia Telecommunications Inc.,. The thesis mainly uses the structural questionnaires to understand how CSR in TransAsia call center use CTI and think about role stress and job satisfaction. But the thesis speculates all the CSR, including the new members who work in TransAsia after using CTI, may have worked with CTI. Because the new members can't compare the present situation with the past for using CTI, the thesis decides to divide all the CSR into two groups---one is "Seniors", the other is "Juniors". The conclusions are as followed: (1)The more useful and easier CTI is used, the less role conflict and ambiguity Seniors have, and the greater internal and external satisfaction Seniors get. (2)The more useful CTI is, the less role conflict Juniors have, and the greater internal satisfaction Juniors get. Moreover, the less role conflict and ambiguity Juniors have, the greater internal and external satisfaction Juniors get. To sum up, the research hypotheses to Seniors are fully supported, but these to Juniors aren't fully supported. I infer the main reason why the research hypotheses to Juniors are not be fully supported is that the timing for surveying the use of CTI is too early, and Juniors who work in the call center just for one year. So they can't compare the present advantages of CTI with the past. However, there are many factors may influence an employee's job satisfaction, those are also the reasons why CTI can't completely explain job satisfaction of CSR.