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Radiation Therapy Results of the Non-Hodgkin's Lymphoma of the Sinonasal Cavity
김수곤,박경란,이창걸,서창옥,김귀언,노준규,홍원표,김병수,류삼열,Kim Soo Kon,Park Kyung Ran,Lee Chang Gul,Suh Chang Ok,Kim Gwi Eon,Loh John J.K.,Hong Won Pyo,Kim Byung Soo,Ryu Samuel The Korean Society for Radiation Oncology 1987 Radiation Oncology Journal Vol.5 No.2
1970년부터 1980년까지 연세대학교 치료방사선과에서 방사선치료 받은 비강 및 부비동에 발생한 NHL환자 15예를 대상으로 후향성 분석을 하여 다음과 같은 결과를 얻었다. 1. 병기분포는 13예가 IE 2예가 IIE였고 TNM병기에 따르면 7예가 국소병변이 진행된 T3, T4 환자였다. 2. Overall 5년 생존율을 $25\%$, IE는 $28\%$, IIE는 $0\%$였다. 3. 병기별 치료실패율은 T1, T2는 $33\%(2/6),\; T3,\;T_4는\;86\%(6/7),\;IIE$에서는 $100\%(2/2)$였다. 4. 방사선 조사량이 55Gy 이상인 경우 $100\%$의 완전 관해율을 보였으며 55Gy이하인 경우 $73\%$의 완전 관해율을 보였다. 5. 비강 및 부비동의 NHL의 Ann Arbor병기 분류와 함께 TNM 병기도 예후에 중요한 요인이 될 것 같다. 6. 국소병변이 진행된 병기 T3, T4와 IIE 환자에서는 화학요법제의 병용치료가 필요할 것 같다. From January 1970 through December 1984, 15 patients with sinonasal Non-Hodgkin's lymphoma combined to the head and neck were treated by external irradiation.13 patients were stage It and 2 were stage IIE by Ann Arbor Classification. However, when using TNM system, 7 were locally advanced T3, T4 lesions. All patients had follow up from 3.7 to 16 years with the median follow-up of 8.5 years. The overall actuarial 5-year survival rates were $25\%,\;28\%$ for IE and $0\%$ for IIE. Total tumor dose varied from 40 to 68 Gy. $100\%$ complete response with a total tumor dose of more than 55 Gy and $73\%$ complete response with less than 55Gy. When the disease was staged using the TNM (AJC) system, the five-year disease free survival for T1 and T2 patients was $50\%$ as compared with $14\%$ for T3 and T4. Failure rate by stage was $33\%(2/6)$ for T1 and T2, $86\%(6/7)$ for T3 and T4, and $100\%$(2/2) for IIE. The results suggest that 1. Higher CR could be obtained with a total tuner dose of more than 55 Gy. 2. Use of TNM staging system is as important as Ann arbor in management of sinonasal NHL. 3. The addition of combination chemotherapy should be considered for T3, T4 and IIE the sinonasal Non-Hodgkin's lymphoma although the disease is limited to head and neck.
VHDL을 적용한 Microcontroller에 의한 능동전력 필터에 관한 연구
김수곤(Soo-Gon Kim),한운동(Woon-Dong Han),김순영(Soon-Young Kim),전희종(Hee-Jong Jeon) 전력전자학회 2002 전력전자학술대회 논문집 Vol.- No.-
In this paper, the current controlled active power filter(APF) with the performance of reducing harmonic and improving power factor is studied. It has high speed and good performance with low cost.<br/> The current controlled shunt APF is proposed, and the control part of APF is designed of SOC(System On Chip). So this system has low expense and good performance.<br/> In this study, the micro-controller which designed with VHDL is applied to APF system. And the proposed technique in this paper demonstrates the excellent of the dedicated micro-controller. VHDL-based ASIC can simplify<br/> the process of development and has a competition in market because it reduces the consuming time for the design of IC(Integrated Circuit) in system level.
김수곤(Soo Kon Kim) 한국노년학회 1993 한국노년학 Vol.13 No.1
무제한 노동공급으로부터 노동부족상태로 전환한 우리나라 노동시장에서 고령자를 생산적으로 취업케 한다는 것은 그 개인의 복지를 위해서도 인력자원의 효율적 활용이라는 경제적 측면에서도 바람직한 일이다. 그것을 위해서는 정년을 연장하는 것이 순리겠으나 이를 어렵게 한 요인이 많았으니 그 첫째가 연공급 임금체계이고 둘째는 노령기에 들어서 생산성이 하락함에도 불구하고 임금수준은 하락치 않음으로써 정년의 연장이 기업에 새로운 부담이 된다는 점이며 셋째로 현 퇴직금 제도의 평균임금산정방식에도 문제가 있다. 고령자 고용촉진법은 이미 정년퇴임한 고령자를 적극 채용하도록 권장은 하고 있지만 강제하지 않는 것은 합리적 발상이라고 본다. 고령자의 취업기회를 늘리기 위해서는 기업의 전통적 연공서열식 인사관리체제를 과감히 합리적으로 개혁해야 할 것이다. 늙어서라도 자기를 채용해 줄 수 있는 기업에게 매력을 줄 수 있도록 자기 개발을 계속하는 사람만이 계속 취업의 행운을 가질 수 있을 것이다. In Korean labor market that has passed through a Luisian Turning point from unlimited labor supply to scarce laber supply, increasing productive employment opportunities of aged citizens is not only in harmony with humanitarian motive of welfare society but also to serve efficient utilization of capable human resources for economic development. Extension of retirement age is one of the means to achieve that objective. But there are several deterrent factors against this such as (1) excessive reliance upon seniority system in wage structure, (2) life long wage scale which does not decline even after extension of retirement age which burddens heavily on employer, and (3) lump sum severance pay system. The Employment Promotion Act for Aged Citizens encourages employers to hire senior citizens as much as possible but without any penalty upon none compliance to it. None compulsory nature of the law is not to be blamed. For a better result of larger employment of senior citizens one can suggest that firms to undertake a reform on personal management policies and practices such that rational employment rather than seniority system can prevail and senior citizens themselves to believe that their own continuous effort to keep up with changing knowledge and technology will guarantee a continuous employment.