인터넷에 들어가기 위한 기본적인 접속 방법

박수근,Park, Su-Geun 대한양돈협회 1998 養豚 Vol.20 No.8

골미란을 초래한 사구종양

박수근,변대규,조백기,허원,노문제,이강우 ( Soo Keun Park,Dae Gyoo Byun,Baik Kee Cho,Won Houh,Moon Jae Cho,Kang Woo Lee ) 대한피부과학회 1990 대한피부과학회지 Vol.28 No.4

파견근로자의 사용사업주에 대한 집단적 노동관계 -독일의 사업장위원회에서 지위와 활동을 중심으로 비교-

박수근 ( Su Keun Park ) 한양대학교 법학연구소 2003 법학논총 Vol.20 No.-

자발적 단시간근로 확대를 위한 법제도적 개선 방안

박수근 ( Su Keun Park ),김근주 ( Keun Ju Kim ) 한양대학교 법학연구소 2014 법학논총 Vol.31 No.1

There is a political movement to extension of a voluntary part-time work for improvement of employment-population ratio by the government. Traditionally, a part-time work has been recognised as the transition way to get a full-time job or the method to balance job and family for working women. As times change, there are a lot of demand for finding a part-time work with various reasons. Nevertheless, the legislations related to employment and labour relations seem to presume that a general-type of an employee is a full-time worker. The anti-discrimination procedure for irregular workers has been introduced to resolve this problems since 2006 (there was not a lot in between). In these circumstances, this article trys to find a way for extension of a voluntary part-time worker in perspective on Labour Law. The article deals with two substantive matters, one is flexible work in employment and the other is the anti-discrimination procedure. There are two types of a part-time work, new hiring part-time work and the converted one from a full-time worker, and the latter could be in the true sense of a voluntary part-time work. To promote a part-time work and to realise work-family balance, the Equal Employment and Work-Family Balance Assistance Act(EWBA) provides a flexible working system. The problem is that there are a lot of ways to get around the regulations for employer and there is no method to guarantee the effectiveness of that. To make better use of the system, it should be changed when a full-time worker asks an employer to transpose into a part-time worker, the legal obligation of an employer should be established for consultation and agreement. Moreover, the boundaries of claim for a part-time work should be extended in a full-time employee who has to do family care. To improve the effectiveness of the anti-discrimination procedure for a part-time worker, the regulations about the prerequisite should be changed for the applicant and the comparator requirement to promote the claim as well as systematic changes to beef up professionalism to judge discrimination in employment. The limited right for equal treatment in the regulations does little to confront the problems. In order to bring about the genuine transformation of a part-time work, the focus should be on the protection of their rights.

증례 : 음낭내에 발생한 해면혈관종 1 예 ( Cases Report : A Case of Cavernous Hemangioma of the Scrotum )

박수근(Soo Guen Park),장성구(Sung Goo Chang),김진일(Jin Il Kim),채수응(Soo Eung Chai) 경희대학교 경희의료원 1987 慶熙醫學 Vol.3 No.3

수퍼커패시터 전극을 위한 폴리아닐린/TIO2 복합체의 제조 및 전기화학적 성질

박수근 ( Su Keun Park ),김광만 ( Kwang Man Kim ),이영기 ( Young Gi Lee ),정용주 ( Yong Ju Jung ),김석SeokKim 한국화학공학회 2012 Korean Chemical Engineering Research(HWAHAK KONGHA Vol.50 No.1

본 연구는 커패시터 전극 응용을 위한 복합체 전극에 관련된 것으로 PANI와 PANI/TiO2로 구성된 수퍼커패시터 전극을 제조하여 cyclic voltammetry(CV)를 이용하여 6 M KOH 수용액에서 축전량(capacitance) 특성을 조사하였다. PANI/TiO2 복합체는 간단한 in-situ 방법을 통해 다양한 비율로 합성되었다. PANI/TiO2 복합체의 형태학(morphology)적 특징을 파악하기 위해서 주사전자현미경(SEM)과 투과전자현미경(TEM)을 통해 분석하였고, X선 회절 분석기(XRD)를 이용하여 복합체의 결정화도와 담지된 TiO2의 입자크기를 확인하였다. 전기화학적 시험 결과, 아닐린 대비 TiO2의 주입량이 10 wt%일 때 가장 우수한 축전량(626 Fg-1)을 나타냈고 높은 주사속도인 100 mVs-1에서 286 Fg-1의 비축전량을 나타내었다. 이는 폴리아닐린(PANI) 매트릭스(matrix)에 균일하게 담지된 TiO2(~6.5 nm)가 효과적인 연결 구조를 형성하여 전하이동현상이 증가하고, 축전이 가능한 반응면적이 증가한 것과 관련있다고 판단된다.

목구조 변형을 기반으로 한 문법기술언어의 확장 및 개선

박수근(S.K.Park),권철중(C J Kwon),강원석(W.S. Kang),최기선(K S Choi) 한국정보과학회 1990 한국정보과학회 학술발표논문집 Vol.17 No.2

본 논문에서는 자연어 처리의 한 분야인 기계 번역시 필요한 범용 문법 기술 언어의 설계 및 구현에 관한 내용을 다룬다. 현재 변환 방식의 문법 기술 언어 GWL이 구현되어 사용되고 있으나 속도 및 표현면에서 많은 문제점을 가지고 있다. 본 논문에서 구현된 문법 기술 언어는 임의의 목구조 패턴을 기술할 수 있는 10개의 연산자를 정의, 구현하고 C언어 및 목구조 매치 알고리즘의 개선으로 기존 GWL의 단점인 목구조 표현 범위의 확장과 실행 효율성을 해결하였다.

소셜매트릭스™ 기법을 이용한 태권도복의 트랜드 분석

박수근(Park, Su-Gun),박태승(Park, Tae-Seung) 한국체육과학회 2019 한국체육과학회지 Vol.28 No.1

This Today, the value of social network analytics is increasing, as the trend toward using big data is growing rapidly as a way to infer significant consumer behavior. A marketing method that collects and analyzes the information of images or recognition that is recognized by consumers about products and services collected on Twitter, Facebook and blogs have been receiving spotlights. In this context, it is important to analyze trends and establish active policies and use measures to match them through big data that is available to examine consumers’ perception of trends and opinions about it as the demand for Taekwondo uniforms is growing. In this study, through Daum’s SOCIAL metricsTM service, a total of one month was set from August 3 to September 3, 2018, to select brand names such as Nike, Adidas, Lecaf, and Mookas, and Taekwondo uniforms as key words and search them together. Also, it drew the following results by collecting and analyzing the relevant search key words mentioned by social big data(tweeter, blog) and words related to positive or negative emotions recognized by consumers for each brand. First, the keyword related to attribute was the most commonly relevant key words of Taekwondo uniforms of Nike, Adidas, Mookas, and Lecaf on the social media (SNS) and presented the most mentioned one among the relevant key words related to psychology, attribute, goods, hobbies and leisure, brands, figures, and places. Second, in case of positive/negative relevant key words related to Taekwondo uniform in SNS (twitter, blog), the positive relevant key words were mentioned frequently the most, followed by the other, neutral, and the negative relevant keywords among the positive, neutral, the others, and negative relevant key words.

스키선수의 사회적응을 위한 사회연결망 구성에 관한 연구

박수근(Park, Su-Keun),한광령(Han, Kwang-Leoung),김우석(Kim, Woo-Suk) 한국체육과학회 2011 한국체육과학회지 Vol.20 No.6

This study aims to define the role of social linking network for ski player dropouts adapting to society. To that end, researches on social linking network were collected, and of them, based on the social liking network theory by Barns(1977), a theoretical reference frame was established, and an appropriate qualitative research method was adopted. Subjects were sampled from ski players who had five years of experience, who were ski player dropouts, and who had five years of social experience such as in occupation. Data were collected through interviewing with them, participant observation, e-mail, and speaking by phone. Data were coded as work of conception. Coded data were systematically arranged, themes were defined, and through differentiation method, matching method, and simultaneous conversion method, the sub category, the theme category and the core category were determined. Thus, the following conclusion was derived. A new social linking network for ski player dropouts was categorized into reestablishment of philosophy of value, establishment of next goals, reciprocal human relations, acceptance of organizational culture, and acceptance of occupation, under relational approach. Under locational approach, the network was divided into positive attitude toward being a dropout, centric-human relation mediating human relation, and negative human relation.

위법한 파견과 직접고용에 관한 쟁점 및 해석

박수근(Park, Su-Keun) 성균관대학교 법학연구소 2008 성균관법학 Vol.20 No.3

The Protection of Dispatched Worker Act(hereafter the PDWA) in Korea was effective started July 1. 1998. Especially, in the Article 6(dispatch expire) of the PDWA, the dispatched worker shall be regarded as employed by User-Employer of him after two years expires. but, in the Article 6(dispatch expire) amended and was effective starting July 1. 2007. of the PDWA, User-Employer must employ Dispatched Worker after two years expires. and in amended Article 21(prohibition discrimination), Supply-Employer and User-Employer of Dispatched Worker should not discriminate him in comparision with User-Employer'employee in working conditions. This article is composed of 3 major parts as followings. The first part is principal contents in the amended PDWA. this is about scope and period of dispatch work, prohibition discrimination in working conditions. and employment-necessity of User-Employer for Dispatched Worker. This is to treat Type and Legal Issues with Dispute of the Multilateral Employment and Collective Labor Relations in the NLRC and Supreme Court in recent years. The second part treats types and contents about duty-employment of User-Employer after two years expires. especially, when he employ Dispatched Workers, review that they take working conditions and types-employment from him. This is to treat Type and Legal Issues with Dispute of the Multilateral Employment and Collective Labor Relations in the NLRC and Supreme Court in recent years. The last part is a conclusion about review of duty-employment of User-Employer in the amended PDWA. and, predict that it effects a change about employment-types and working conditions for subcontract-worker. The last part is Conclusion. Its propose a Plan or Scheme for Resolution of Problems in being produced Multilateral Employment Relations.