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MIMO 검출기에 적용 가능한 저 복잡도 복합 QR 분해 구조
신동엽,김철우,박종선,Shin, Dongyeob,Kim, Chulwoo,Park, Jongsun 한국전기전자학회 2014 전기전자학회논문지 Vol.18 No.1
본 논문에서는 MIMO 검출기를 위한 저 복잡도 QR 분해 구조를 제시한다. 제안된 접근 방식에서는, QRD 하드웨어의 연산 복잡도를 감소시키기 위해 다양한 코딕 기반 QRD 알고리즘들이 효율적으로 조합된다. 다양한 QRD 알고리즘들에 대한 연산 복잡도 분석에 기초하여, QRD 과정의 매 단계마다 저 복잡도 접근 방식이 선택된다. 제안된 QRD 구조는 어떤 임의의 차원을 갖는 채널 매트릭스에도 적용 될 수 있고, 매트릭스 차원의 증가에 따라 연산 복잡도 감소도 늘어난다. 제안하는 QR 분해 하드웨어는 삼성 $0.13{\mu}m$ 공정을 사용하여 구현되었다. 실험결과, $4{\times}4$ 행렬의 QR 분해에 대한 제안 구조는 기존의 Householder 코딕 기반의 구조에 비해 47%의 QAR(QRD Rate/Gate count) 향상과 28%의 전력을 절감을 이뤄낼 수 있었다. This paper presents a low complexity QR decomposition (QRD) architecture for MIMO detector. In the proposed approach, various CORDIC-based QRD algorithms are efficiently combined together to reduce the computational complexity of the QRD hardware. Based on the computational complexity analysis on various QRD algorithms, a low complexity approach is selected at each stage of QRD process. The proposed QRD architecture can be applied to any arbitrary dimension of channel matrix, and the complexity reduction grows with the increasing matrix dimension. Our QR decomposition hardware was implemented using Samsung $0.13{\mu}m$ technology. The numerical results show that the proposed architecture achieves 47% increase in the QAR (QRD Rate/Gate count) with 28.1% power savings over the conventional Householder CORDIC-based architecture for the $4{\times}4$ matrix decomposition.
Aspiration Level as a Self-imposed Glass Ceiling: Sources of Korean Womenʼs Career Aspiration Levels
신동엽,김선혁,정기원 한국인사관리학회 2017 조직과 인사관리연구 Vol.41 No.1
This paper examines the determinants of womenʼs aspiration levels for their career advancement, on the premise that a low career aspiration level may work as a glass ceiling imposed not externally by others, but internally by women themselves. According to our empirical study, which used a dataset collected through a questionnaire survey of female employees at Korean companies, the likelihood that a woman will develop an aspiration level to become an executive was shown to be affected positively by the number of female executive role models at her organization and by her belief in female gender efficacy, whereas it was found to be influenced negatively by her internalization of the institutionalized inter-gender role structure that assumes male supremacy and also by her internalization of anti-women stereotypes. We also found that the positive relationship between gender efficacy and career aspiration level decreased with age.