http://chineseinput.net/에서 pinyin(병음)방식으로 중국어를 변환할 수 있습니다.
변환된 중국어를 복사하여 사용하시면 됩니다.
헤테로폴리산 촉매상에서 1- 부텐에 의한 i - 부탄의 알킬화반응
홍성희,이화영,송인규 ( Sung Hee Hong,Wha Young Lee,In Kyu Song ) 한국공업화학회 1997 공업화학 Vol.8 No.2
1-부텐과 i-부탄의 알킬화반응에 의한 i-옥탄 생성반응을 Cs 혹은 NH₄가 치환된 H₃PW_(12)O_(40) 촉매상에서 액상 및 기상으로 수행하였다. 액상알킬화반응의 경우 반응전 촉매의 전처리 온도가 헤테로폴리산 촉매의 반응성에 매우 중요한 역할을 하였다. 액상알킬화반응에서 치환염은 모산보다 매우 우수한 총수율과 i-옥탄 선택도를 보였으며, (NH₄)_(2.5)H_(0.5)PW_(12)O-(40) 촉매는 Cs_(2.5)H_(0.5)PW_(12)O-(40)보다 i-옥탄 선택도면에서 더욱 효과적인 것으로 나타났다. 기상알킬화반응의 경우 Cs 혹은 NH₄가 치환된 H₃PW_(12)O-(40) 촉매의 활성은 촉매의 산특성(산점의 비활성화)과 관련이 있었다. 기상알킬화반응에서 반응초기에는 촉매의 강한 산특성 때문에 C_5-C_7가 주로 생성되나 반응이 진행되면서 촉매 산점의 비활성화가 진행되어 C_8 및 +C_9가 주로 생성되었다. 기상알킬화반응에서 대상 촉매중 CS_(2.5)H_(0.5)PW_(12)O-(40)이 가장 우수한 총수율을 나타내었다. Liquid or gas phase alkylation of isobutane with 1-butene for i-octane production was carried out over Cs- or NHa-exchanged H₃PW_(12)O_(40). Pretreatment temperature of the catalyst played an important role on the catalytic activityof heteropoly acids in the liquid phase alkylation. Cation-exchanged H₃PW_(12)O_(40) showed a better total yield and i-octane selectivity than the mother acid in the liquid phase alkylation, and (NH₄)_(2.5)H_(0.5)PW_(12)O_(40) was more efficient than Cs_(2.5)H_(0.5)PW_(12)O_(40) in terms of i-octane selectivity. It was found that the acidic property (deactivation of acid sites) of the catalyst was closely related to the catalytic activity of Cs- or NH₄-exchanged H₃PW_(12)O_(40) in the gas phase alkylation. C_5-C_7 were mainly formed in the early stage of gas phase alkylation due to the strong acidic property of the catalyst, whereas C_8 and +C_9 were mainly produced as the reaction proceeded due to the deactivation of acid sites. Cs_(2.5)H_(0.5)PW_(12)O_(40) showed the highest total yield in the gas phase alkylation among the catalysts examined.
남녀의 출산의향, 출산 희망연령과 계획 자녀수의 영향 요인
홍성희,Hong, Sung-Hee 한국가족자원경영학회 2020 가족자원경영과 정책 Vol.24 No.2
The purpose of this study was to identify the factors related to the willingness to have a child, parental age at first child's birth, and the planned number of children. The data came from the Korean General Social Survey from the Survey Research Center at Sung Kyun Kwan University. The sample data set included 488 men and women between the ages of 18 and 49. The major findings are as follows. First, gender, age, satisfaction with family relations, the value of marriage, the value of family succession, and willingness to increase spending on education significantly affected the willingness to have a child among unmarried and married participants without children. Second, among people willing to have a child, the factors that influenced parental age at first child's birth were gender, education, satisfaction with household economic condition, the value of marriage, and the willingness to increase spending on education. Third, across the sample, the planned number of children was decided by satisfaction of family relations, the value of childbirth, the value of marriage, and home ownership. Overall, the value of marriage was the factor most strongly associated with the three dependent variables. The more a person agree with living with their partner before marriage, the more willing they were to give birth, the younger they were when they became a parent, and the more children they planned to have. The higher satisfaction of family relations, the higher willingness to have a child, and the more children a participant planned to have. In addition, the more a participant was willing to increase spending on education, the higher their willingness was to have a child and the older they were when they became a parent.
홍성희,Hong, Sung-Hee 한국가족자원경영학회 2020 가족자원경영과 정책 Vol.24 No.1
The purpose of this study is to identify the perceptions of and willingness for marriage among people in their 20s and 30s. The data came from the Korean General Social Survey of the Survey Research Center at Sungkyunkwan University. The sample data set included 292 men and women aged 20 to 39. The major findings are as follows. First, gender, satisfaction with one's household economic conditions, and significantly affect the individuals' perceptions of marriage. The results show that the men's education level, value of family succession, value of gender roles, and value of parents' role are the significant factors that affect their perceptions of marriage. In the case of the women's perceptions of marriage, the significant factors are their household economic conditions, value of family succession, value of gender roles, and value of childbirth. Second, the willingness for marriage among unmarried people is decided by age, education level, whether one has an income or not, satisfaction with one's household economic conditions, and value of one's childbirth. Overall, gender is the most significant factor that affects the perceptions of marriage among all the other variables. However, men's and women's values of gender roles and family succession, respectively, both significantly affect their perceptions of marriage but show opposite coefficient directions. Another finding shows that unmarried people who are willing to marry tend not to have children. This implies that they do not perceive the decision on having a child as a necessary factor behind marriage decisions.
근로자의 인적자원개발과 직무수준인지가 직무만족도에 미치는 영향
홍성희,곽인숙,Hong, Sung-Hee,Kwak, In-Suk 한국가족자원경영학회 2008 가족자원경영과 정책 Vol.12 No.2
The purpose of this study was to analyze the effects of workers' human resource development and their recognition of human resource on-the-job satisfaction. A sample of 4,727 workers that was selected from Korea Labor Panel Data was analyzed by t-test and multiple regression, and was tested by causal effects among related variables. The major findings were as follows: First, the workers' recognition of their job performance level vs. educational attainment was affected by their annual income, job status, educational attainment, gender, and experiences of human resource development. Second, the workers' job satisfaction was affected by gender, age, educational attainment, health status, job status, annual income, experiences of human resource development, recognition of their job performance level vs. educational attainment, and recognition for their job availability. Third, the factors that had a causal effect on workers' job satisfaction were educational attainment, gender, age, health status, annual income, and experiences of human resource development. Above all, workers' educational attainment had a strong direct effect on job satisfaction, and annual income had a strong indirect effect on it. From these findings, it can be concluded that workers' effort and trial for development and investment of human resource played an important role in increasing job satisfaction.