단순 헤르페스 제1형 티미딘 키나제 유전자 이입 간암세포주에서 방사표지 IVDU와 IVFRU의 섭취 평가

이태섭 ( Lee Tae Seob ),최태현 ( Choe Tae Hyeon ),안순혁 ( An Sun Hyeog ),우광선 ( U Gwang Seon ),정위섭 ( Jeong Wi Seob ),권희충 ( Kwon Hui Chung ),오옥두 ( O Og Du ),최창운 ( Choe Chang Un ),임상무 ( Im Sang Mu ) 대한핵의학회 2004 핵의학 분자영상 Vol.38 No.1

목적: 단순 헤르페스 제 1형 티미딘 키나제(herpes simplwx virus type 1 thymidines kinase gene: HSV1-tk)는 GCV와 함께 유전자치료의 한 방법으로서 가장 활발하게 연구되어왔으며, HSV1-tk 효소에 대한 다양한 기질들이 연구되어서 이를 보고 기질로 한 비침습적인 HSV1-tk 유전자 영상시스템에서 가장 널리 사용되고 있다. 본 연구에서는 보고기질로서 방사성 요오드가 표지된 5-iodovinyl-2-deoxyuridine (IVDU) and 5-Iodovinyl-2-fluoro-2-deoxyuridine(IVFRU)를 보고 기질로 하여 HSV1-tk 유전자 영상시스템에서의 유용성을 확인하고자 하였다. 대상 및 방법: HSV1-tk 유전자 영상을 위하여 HSV1-tk 유전자를 레트로 바이러스 벡터를 이용하여 Morris hepatoma 세포주(MCA)-tk에 이입한 세포주를 제조하였으며, HSV1-tk 유전자의 발현을 확인하기 위하여 Northern blotting과 Western Blotting을 시행하였다. 대조세포주인 MCA와 제조된 MCA-tk 세포주에 방사표지 IVDU와 IVFRU를 이용하여 480분까지 세포내 섭취율을 평가하였으며, 또한 MCA-tk 세포주의 백분율을 증가시키면서 이에 따른 IVDU 와 IVFRU의 섭취율을 평가함으로서 섭취율과 세포수와의 상관관계를 평가하였다. 결과: MCA-tk 세포주에서 HSV1-tk의 mRNA의 발현과 HSV1-TK 단백질의 발현을 확인하였다. 방사성 요오드 표지 IVDU와 IVFRU 모두는 MCA 세포주에서는 아주 낮은 섭취율을 나타내었으며, MCA-tk 세포주에서는 모두 증가된 섭취를 보였다. IVDU가 480분에서 IVFRU보다 4배 높은 섭취를 나타내었다(p<0.01). 방사표지 IVDU와 IVFRU 모두에서 MCA-tk의 백분율의 증가에 따라서 직선적인 상관관계(R^(2)>0.96)를 나타내었다. 결론: 방사선 요오드 표지 IVDU와 IVFRU는 HSV1-tk 유전자가 이입된 간암세포주에서 모두 특이적인 높은 섭취율을 나타내고 직선적인 상관관계가 나타나서 두 기질 모두 HSV1-tk 유전자 영상시스템에서 보고 기질로서 유용하게 사용될 수 있을 것으로 기대된다. Purpose: The herpes simplex virus type 1 thymidine kinase gene(HSV1-tk) is 문 attractive candidate as a reporter gene in noninvasive reporter gene monitoring system. The HSV1-tk gene was chosen as a reporter gene, because it has been extensively studied, and there are appropriate reporter probes, substrates of HSV1-tk gene product, to apply for HSV1-tk gene imaging. We used radiolabeled 5-iodovinyl-2-deoxyuridine (IVDU) and 5-iodovinyl-2-fluoro-2-deoxyuridine(IVFRU) as reporter probes for HSV1-tk gene monitoring system. Materials and Methods: We prepared HSV1-tk gene transduced Morris hepatoma cell line usting retroviral vector, MOLTEN containing HSV1-tk gene. And we confirmed the HSV1-tk gehe expression by Northern blotting and Western blotting. We compared in citro uptakes of radioiodinated ICVU and IVFRU to monitor HSV1-tk hene expression in Morris hepatoma cell line (MCA) and HSV1-tk gene tranduced MCA (MCA-tk) cells until 480 minutes. We also performed correlation analysis between percantage of HSV1-tk gene tranduced MCA cell % (MCA-tk%) and uptakes of radiolabeled IVDU or IVFRU. Results: MCA-tk cell expressed HSV1-tk mRNA and HSV1-TK protein. Two compounds showed minimal uptake in MCA, but increased uptake was observed in MCA-tk. IVDU showed 4-fold higher accumulation than IVFRU at 480 min in MCA-tk (p<0.01). Both IVDU and IVFRU uptake were linearly correlated (R^(2)>0.96) with increasing MCA-tk%. Conclusion: The radiolabeld IVDU and IVFRU showed higher specific accumulation in retrovirally HSV1-tk gene transfected Morris hepatoma cell line. Both IVDU and IVFRU could be used as good substrates for evaluation of HSV1-tk gene expression.

연구논문 : 조직의 인수 후 인적통합전략에 대한 연구

이태섭 ( Tae Seob Lee ) 한국인적자원관리학회 2012 인적자원관리연구 Vol.19 No.3

본 연구는 한국적 상황에서 은행의 구성원들이 실제 통합과정에서 인지한 통합전략요인들이 M&A 이후 구성원들의 조직몰입 및 조직시민행동과 관련한 그들의 업무에 어떠한 영향을 미치는지를 중요한 연구과제로 설정하였다. 실증적 연구를 위하여 본 연구에서는 27개의 사후적 통합전략변수들을 이용하여, 구성원들이 인식하는 통합전략에 대한 구성형태를 파악하여 6개의 차원을 도출하였다. 도출된 통합전략차원은 직업안정성, 합병의 공정성, 합병의 투명성으로 이루어진 인적자원 관리차원이 있으며, 커뮤니케이션, 임파워먼트, 리더십과 같은 문화적 통합차원으로 구분되었다. 한편 구성원들이 인식하는 결과변수들은 정서적 조직몰입과 조직시민행동으로 구분하였다. 그리하여 도출된 각 전략요인과 종속변수간의 관계는 구조방정식 분석을 통하여 정서적 조직몰입과 조직시민행동에 미치는 영향관계를 분석하였다. 검증된 결과는 인적자원 통합전략요인인 직업안정성, 합병의 공정성, 합병의 투명성 과 문화적 통합전략요인인 커뮤니케이션, 임파워먼트, 리더십의 각 구성요인들이 정서적 조직몰입에 긍정적인 영향을 미치고 있음을 확인할 수 있었다. The increasing pace of mergers activities is also closely related to the expectation that the rationalization of management by forming a larger firm and establishing the universal banking system may bring benefits of economies of scale, and expansion of business fields by deregulation in the financial industry can bring economies of scope by business diversification. This study seeks to provide management in banking industry with directions for successful structural integration and business strategies to enhance synergy effects, by verifying the influence of human resource integration strategy in the merged companies on affective organizational commitment and organizational citizenship behavior (OCB) in the banking industry. For this study, throughout previous literature review, human resource factors and cultural factors were derived as components of human resource integration strategy, and then connections among variables, research framework and hypothesis were established. The major findings of this paper are summarized as follows; First, the result shows that as human resource integration strategies after M&A, the human resource factor consisting of job security, justice in the process of M&A, transparency in the process of M&A and the cultural factor consisting of communication, empowerment, leadership all have positive influences on employees affective organizational commitment. Additionally, the more activated communication and information sharing among components, delegation of power and intensification of responsibility to employees after M&A, and senior managers`` leadership by fortified employees`` perception of organizational goal, provision of intellectual stimulus and motivation cause the more affective organizational commitment. As for the relationship with organizational citizenship behavior, it was revealed that only justice in the merger process among the human resource factors had positive effects on organizational citizenship behavior, while job security and transparency in the M&A process showed no statistical significance. Due to the continuous job unstability after the merger and lack of information transparency in the process of organizational change as well as experiences during the M&A process, job security and transparency can not evoke voluntary and altruistic motives for organizational citizenship behavior. Finally, as for the links between affective organizational commitment and organizational citizenship behavior, the result shows that affective organizational commitment affects positive influences on organizational citizenship behavior. It means that the higher affective organizational commitment is, the more spirit of organizational citizenship behavior like unselfish movement are generated among employees.

라트어린이 극장(Latt Children`s Theatre)설립을 위한 영화관 키네마극장의 리노베이션에 대한 연구

이태섭 ( Lee Tae Seob ) 용인대학교 조형연구소 2003 조형논총 Vol.8 No.-

김정일 후계체제의 확립과 ‘단결’의 정치

이태섭(Tae Seob Lee) 북한대학원대학교 2003 현대북한연구 Vol.6 No.1

자작자동차 너클의 구조해석

최효서(Hyo-Seo Choi),권양선(Yang-Seon Kwon),이태섭(Tae-Seob Lee),이환희(Hwan-Hee Lee),이종선(Chong-Sun Lee) 대한기계학회 2018 대한기계학회 춘추학술대회 Vol.2018 No.4

K 대학병원 서어비스에 대한 소비자 만족도

이태섭,박종원,이무식,윤능기,이충원,서석권 啓明大學校 醫科大學 1993 계명의대학술지 Vol.12 No.3

Authors administered a questionnaire to 300 clients visited to the K University Hospital during August in 1992 to investigate the degree and related factors of consumer's satisfaction with the hospital services. Clients consisted of 82 in-patients and 158 out-patients, 52.4 percent of them was male. Four dimensions of satisfaction were assessed which were medical management, administration, environment and attitude. In-patients reported as dissatisfied with the waiting time during receipt, investigative medical procedures and pharmacy (64.7%), lack of conveniency facilities for patients and their guardians(48.8%) and provision of conveniency facilities in the ward(42.4%), unsanitary state of out- and in-hospital(41.5%). Out-patients reported dissatisfaction with the course of medical management and the time needed(70.3%), the waiting time during receipt, investigative medical procedures and pharmacy(68.3%), lack of conveniency facilities for patients and guardians(42.4%). But both in-patients and out-patients were satisfied with medical equipments, doctor's diagnosis reliability and medical effects, technician's attitude more than 50%. Canonical correlation analysis was done to find related sociodemographic factors to the four dimensions of satisfaction. Of the four canonical functions, the first was only statistically significant in in-patients. Its eigen value was 0.56 and its canonical correlation coefficient was 0.60. Satisfaction with environment and medical management was selected as important concept in dependent variables. Standardized canonical function of environment and medical management were 0.76 and 0.35 respectively. It was related with woman with high educational attainment and increasing number of hospital visits. In out-patients, the first, second and third function were statistically significant and their eigen values were 0.18, 0.4, 0.08 respectively which were small compared to those of in-patients. Their canonical correlation coefficient were 0.40, 0.35, 0.28 respectively. Low degree of environment but high degree of medical management satisfaction was noted in the first function which was related with old age, woman and professional occupation. Low degree of satisfaction with administration(second function) was related with city resident, non-professional occupation and young age. High degree of medical management but low degree of administration satisfaction(third function) was related with surgical visitor, man and non-professional occupation. The direction of hospital managerial strategies could be planned and general characteristics of dissatisfactory clients might be suggested with these results.