나선형 코일 튜브에서의 강제대류 난류 열전달에 관한 연구

임태우 釜慶大學校 1997 국내석사

피어싱 펀치의 금속표면 순간열처리법(WPC)에 의한 기계적 특성 변화에 관한 연구

임태우 인하대학교 제조혁신전문대학원 2025 국내석사

본 연구는 많은 프레스 펀치의 제조업의 금속 가공 공정에서 중요한 이슈인 내구수명 증대 문제와 알루미늄 판재의 칩핑성 문제는 도구의 내구 성 저하와 공정 불량을 초래한다는 관점에서 연구하였다. 이러한 문제는 생 산성 저하와 공정 불량률 증가로 이어질 수 있으며, 이에 따른 교체 비용과 유지 보수 비용이 상당히 증가한다, 이를 개선하기 위해 주로 다양한 코팅 등을 사용 중에 있다. 하지만 당연히 코팅의 문제점은 고가이며 박리가 쉽 게 발생하는 문제가 있다. 따라서 피어싱 펀치의 마모와 피로에 대한 저항성을 크게 향상시킬 수 있는 금속표면 강화 기술로 주목받고 있는 WPC(금속 표면 순간 열처리)처리 기 술을 제시하고자 한다. 이 기술은 초미세 입자를 고속으로 표면에 충돌시 켜, 금속 표면에 잔류 압축 응력을 형성하고, 기계적 특성을 향상시키는 방 식이다. 이를 통해 피어싱 펀치의 마모 저항성과 피로 수명을 크게 개선할 수 있을 것으로 기대된다. 결국, 본 연구에서는 피어싱 펀치에 WPC 처리를 적용하여 금속 표면의 기 계적 특성이 어떻게 변화하는지를 규명하고자 하였고 동시에 이를 예측하고 자 하였다. 이러한 시험을 통하여, 금속표면 경도 상승, 압축 잔류응력 부여, 금속표면 조직 변화, 마이크로로 딤플 등의 효과를 부여함으로써 알루미늄 칩 부착 억제 및 내구수명을 3배 이상 증대할 수 있었다. This study addresses two critical issues in the metal processing operations of press punch manufacturing: increasing the durability of press punches and mitigating the chipping tendency of aluminum sheets, both of which can lead to tool durability degradation and process defects. These issues may result in decreased productivity and higher defect rates, significantly raising replacement and maintenance costs. To improve this situation, various coating methods are currently employed. However, coatings inherently present challenges, such as high cost and susceptibility to delamination. Therefore, this study proposes the application of WPC(Wonder Process Craft), a metal surface enhancement technology that has gained attention for its potential to significantly improve wear and fatigue resistance of piercing punches. This technique involves accelerating ultrafine particles at high velocity to impact the metal surface, thereby inducing residual compressive stress and enhancing mechanical properties. It is expected that this process will greatly improve both the wear resistance and fatigue life of piercing punches. Ultimately, this study aims to investigate how the mechanical properties of metal surfaces change when WPC treatment is applied to piercing punches and to predict the corresponding performance improvements. Through these experiments, the study confirmed significant enhancements, such as increased surface hardness, introduction of residual compressive stress, changes in surface microstructure, and the formation of micro dimples, effectively suppressing aluminum chip adhesion and extending the tool’s durability by more than three times

병원간호사의 의사소통능력, 자아존중감, 조직몰입의 관계

임태우 부산가톨릭대학교 일반대학원 2020 국내석사

본 연구는 간호사의 의사소통능력, 자아존중감, 조직몰입의 정도를 확인하고 그 관계를 파악하고자 하는 서술적 조사연구이다. 본 연구의 대상자는 경상남도 Y시에 소재하는 P상급종합병원에서 근무하고 있는 간호사를 대상으로 2019년 10월 21일부터 2019년 11월 01일까지 설문조사를 시행하여 회수된 159부를 최종분석 하였다. 연구의 도구로 의사소통능력은 허경호(2003)가 개발한 도구를 사용하였고, 자아존중감은 Rosenberg의 자아존중감 척도를 토대로 안황란(1993)에 의해 개발된 도구를 사용하였으며, 조직몰입은 Allen과 Meyer(1990)가 개발하고 송민정(2015)이 수정·보완한 도구를 사용하였다. 자료분석은 SPSS WIN 23.0 프로그램을 이용하여 빈도와 백분율, 평균과 표준편차, t-test, one-way ANOVA, Pearson's correlation coefficient로 분석하였고, 사후검정은 Scheffé test로 분석하였다. 본 연구의 결과는 다음과 같다. 1. 대상자의 성별은 여성이 137명(86.2%)이었고, 연령은 25세 이상-30세 미만이 69명(43.4%)으로 가장 많았다. 종교는 없다고 응답한 경우가 124명(78.0%)으로 많았으며, 결혼상태는 미혼이 107명(67.3%)이었으며. 교육정도는 대졸이 117명(73.6%)으로 가장 많았다. 근무부서는 특수부서가 59명(37.1%), 근무유형은 교대근무가 98명(61.6%)으로 가장 많았다. 총 경력은 3개월 이상-5년 미만 75명(47.2%), 현 부서경력은 3개월 이상-5년 미만이 103명(64.8%)으로 가장 많았다. 2. 대상자의 의사소통능력의 전체 평균 점수는 최대 5점에 3.52점, 자아존중감의 전체 평균 점수는 최대 4점에 2.69점, 조직몰입의 전체 평균 점수는 최대 5점에 2.82점이었다. 조직몰입의 하위영역별 평균점수는 정서적 몰입 3.09점, 지속적 몰입 2.76점, 규범적 몰입 2.60점이었다. 3. 대상자의 일반적 특성에 따른 의사소통능력, 자아존중감, 조직몰입의 차이를 살펴보면, 의사소통능력은 모든 일반적 특성과는 통계적으로 유의한 차이가 없었다. 자아존중감은 성별(t=2.86, p=.005), 결혼상태(t=2.19, p=.030)에 따라 통계적으로 유의한 차이가 있었다. 조직몰입은 성별(t=2.40, p=.018), 결혼상태(t=3.29, p=.001), 근무부서(F=4.38, p=.014), 근무유형(t=-3.16, p=.002)에 따라 유의한 차이가 있었다. 4. 대상자의 의사소통능력, 자아존중감, 조직몰입 간의 상관관계를 분석한 결과, 의사소통능력과 자아존중감은 정적 상관관계(r=.60, p<.001)가 있었고, 의사소통능력과 조직몰입(r=.29, p<.001), 자아존중감과 조직몰입(r=.33, p<.001) 등도 정적 상관관계가 있었다. 이상의 연구결과에서 병원간호사의 의사소통능력은 자아존중감, 조직몰입을 높이는 역량이기 때문에 의사소통능력을 개발하는 방안을 마련하여 효과적인 간호인력 관리가 이루어져야 할 것이다. 주제어 : 간호사, 의사소통능력, 자아존중감, 조직몰입 This study was a descriptive survey aiming to examine the levels of communication competence, self-esteem, and organizational commitment and investigate their relationship among nurses. A questionnaire survey was administered on nurses at P tertiary hospital based in Y city, Gyeongsangnam-do from October 21, 2019 to November 01, 2019, and 159 retrieved questionnaires were included in the final analysis. Communication competence was measured using the tool developed by Hur (2003), and self-esteem was measured using the tool developed by Ahn (1993) based on the Self-Esteem Scale by Rosenberg. Organizational commitment was developed using the tool developed by Allen and Meyer (1990) and modified and adapted by Song (2015). Data were analyzed using frequency and percentage, mean and standard deviation, t-test, one-way ANOVA, and Pearson's correlation coefficients with the Scheffé test as post-hoc analysis on the SPSS WIN 23.0. The result of this study can be summed up as follows. 1. 137(86.2%) of the participants were females, and those who were in the age range of 25–29 were the most at 69(43.4%). 124(78.0%) participants claimed to have no religion, and 107(67.3%) were single. When it comes to education, 117(73.6%) participants were university graduates. 59(37.1%) worked in a special unit, and 98(61.6%) worked shifts. Total clinical experience was 75(47.2%) for 3 months to less than 5 years and clinical experience at current department was 103(64.8%) for 3 months to less than 5 years. 2. The mean communication competence score was 3.52 out of 5, and the mean self-esteem score was 2.69 out of 4. The mean organizational commitment score was 2.82 out of 5. The mean scores for organizational commitment subscales were 3.09 for affective commitment, 2.76 for continuance commitment, and 2.60 for normative commitment. 3. Regarding the differences in communication competence, self-esteem, and organizational commitment according to general characteristics, there were no statistically significant differences in communication competence according to all general characteristics. Self-esteem statistically significantly differed according to gender(t=2.86, p=.005) and marital status(t=2.19, p=.030), while organizational commitment significantly differed according to gender(t=2.40, p=.018), marital status(t=3.29, p=.001), work unit(F=4.38, p=.014), and work type(t=-3.16, p=.002). 4. Communication competence was positively correlated with self-esteem (r=.60, p<.001) and organizational commitment(r=.29, p<.001), and self-esteem was positively correlated with organizational commitment(r=.33, p<.001). As these results show that communication competence increases self-esteem and organizational commitment in hospital nurses, measures to develop nurses’ communication competence should be developed to effective nursing workforce management. Key words : nurse, communication competence, self-esteem, organizational commitment

提案制度를 中心으로 한 人間關係管理 小考

임태우 전남대학교 경영대학원 1974 국내석사

At the present time industry is becoming keenly aware of the importance of employee morale. Management willingly concedes that the state of employee morale affects production, labor turnover, absenteeism, and public relations, all of which can be translated into wage. However, the impetus for improving morale comes primarily from a desire to increase job Satisfaction and day-to-day human relationships. Undoubtedly the strength of the unions has made this need apparent, and the leadership of management feels itself to be in competition with the union leadership for the loyaty of its employees. That the first level of supervision in an all-important determiner of employee morale and loyalty is recognized,but that a similar problem in present at intermediate and higher levels is not so well appreciated by top executives. As a consequence, most attention is given to training first-line supervisors in humon relations problems. In most such training programs emphasis is given to developing a freiendly personal touch, and sometimes techniques for preventing misunderstandings are considered. Stress also is placed on the desirability of getting men to want to do things rather than to fear not to do things. These programs undoubtedly have improved supervision, but management often feels that a great part of the benefit wears off rather quickly. While the Taylorists were industrial engineering every job they could find-and not bothering to look around them, the social scientists close to industry were closing in from the flanks; begining to point with glee to what Taylor had missed, the human psyche; and to the costs of missing it: resistance, sabotage, and apathy. Redefinition of the role of the worker was due to a revision of conceptions previously held. Reexamination of these conceptions was stimulated by the research at the Hawthorne plant of the Western Electric Company. It will be observed that all these conceptions-the economic, the scientific management, the biological, and the psychological-are oversimplified and that all treat the worker as an isolated individual. The contribution of the sociologist is to emphasize a composite view and to emphasize the worker as a social being. There is to-day a great deal of discussion and writing associated with such words and phrases as: a. Leadership, b. Communication, c. Morale, d. Managem ent by persuasion not by command, and so on. Sociologists and sociometrists, psychologists and pathologists, mathematicians and statistictions, ergologists and economists, anthropologists and apologists pour forth many millions of words a year, the vast majority of them directed to informing business men how to improve their performance. There is a useful distinction to be made between the idea of leadership as a personal quality and the idea of leadership an organizational function. The first refers to a special combination of personal characteristics; the second refers to the distribution throughout an organization of decision-making powers: The first leads us to look at the qualities and abilities of individuals; the second leads us to look an the patterns of power and authority in organizations. Both of these ideas or definitions of leadership are useful, but it is important to know which one is being talked about; and to know under what conditions the two must be considered together in order to understand a specific organizational situation. We would be mistaken to regard the communication patterns which observe around the world as no more than a miscellaneous collection of customs. The communication pattern of given society is part of its total culture pattern and can only be understood in that context. We cannot undertake here to relate many examples of communication behavior to the underlying culture of the country. For the businessman, it might be useful to mention the difficulties in the relationship between social levels and the problem of information feedback from lower to higher levels in industrial organizations abroad. The treatment of morale consists of defining morale, demonstrating the importance of good morale to industry and, through discussion, developing the point that the leader is a key figure in determining the state of good morale. The factors of mutual sacrifice, participation, experience of progress, tolerance, and freedom are discussed and related to both autocratic and democratic types of supervision. It can be changed by restating the basic purpose of each business enterprise as to emphasize this fundamental principle of sicial service and by those in authority, both in word and dee, living up to that statement of purpose. Leadership is example. And it is only by clearifying their own purpose to themselves and pursuing it unswervingly day by day and year by year, that business leaders will have anything to communicate to others or can hope to create higher morale in the business enterprise. I would like to study and analyse, in several chapters, Consideration on the Management of Human Relations in the Modern Industrial socioty . The aim of this thesis, the contents of the study and the method I have applied are briefly given in Chapter I . The historical background and forming steps of human relations, verified by different positive studies, are analysed and examined in Chaper II. Chapter III deals with possible methods to rationalize communication, reports, counselling, morale survey, suggestion system and so on to increase efficiency eucy in the management of human relations. Chapter IV contains case study concerning the management of human relations. Suggestion system and morale survey are mainly reviewed in the study. Chapter V deals materially withe various problems, in the management of human relations, which check development of enterprises in Korea, and with the reform measures. Chapter VI gives the conclusion of the thesis. Good human relations that persons in management positions exert influence, but the most effective kind of influence may not require the use of power or fear motivation. Thus a supervisor might be made to feel that his position carries responsibility and that part of this respounsibi1ity is to build up the marale of his group so that he will have a happy and cooperative team. The suggestion system the communications scheme which makes the plan work. Narrowly conceived, it is merely a formalized means of considering worker proposals for technological change. More broadly viewed, it should result in an unleashing of hidden ideas and energies and a transformation of the factory from a system of bureaucratic-hierarchical control to a system of democratic teamwork and cooperation. An interview may be considered an off-the-job contact between the supervisor and an employee in the sense that the employee leaves his work to discuss something with the supervisor. A time and place is arranged, and as consequence the interview becomes somewhat more formal than a job contact. To reduce the formality and strain, consideration should be given to permitting the employee to participate in setting a time that meets his convenience and holding the interview in a plece that does not put the supervisor at an advantage. One way of testing a good interview is to determine the relative amount that the interviewer and the interviewee talk. The person who talks the most is the one who is really interviewed. If the interviewer talks the most then the interviewee has learned more than the interviewer. In such cases the purpose of the interview has been defeated. The grapevine is the commununication system of the informal organization in business, Typicallv, a business in divided into two great organizational systems-one formal and one informal. The fomal organization is the one usually shown on organization charts, and it is bui1t by means of a chain of command in which authority is delegated successively from one person to another. The maintenance of this chain of command requires an elaborate network of orders, instructions, and reports, which constitute the formal communication system of the business. The informal organization, on the other hand, arises from the social relationships of people. It is neither required nor controlled by management. To serve this informal organization, an informal communication system arises. It is varible, dynamic, and fickle, running back and forth across organizational lines and rapidly changing its counse Hence, the term grapevine arose to describe its meandering, hither and you, back forth, like its vegetable namesake. Industry needs more adequate measures of organizational performance than it is now getting. progress in the social sciences now makes these measurements possible. As a consequence, new resources are available to assit company presidents in their responsibility for the suecessful management of their companies. The president's responsibility requires that he build an organization whose structure, goals, levels of lovalty, motivation, interaction skills, and competence are auch that the organization achievers its objectives effectively, As tools to assist him and the other members of managemthe , a presidont needs a constant flow of measurements reporting on the state of the organization and the performance being achieved. The measurement proposed here would provide a presitent with data which he needs to fill the corrent serious gap in the information coming to him and to his organization.

치과 임플렌트 고정체의 직경 차이에 따른 응력의 유한요소법적 분석

임태우 檀國大學校 1995 국내석사

치과 임플랜트가 치아가 상실된경우 구강 기능 회복을 위한 하나의 방법으로 자리를 잡게 되면서부터 환자의 심미적인 요구나 구강내의 여러 환경에 의해서 많은 어려움이 발생하였으며, 그중 불량한 골질에 임플랜트를 식립하거나, 실패한 고정체를 대체하는 경우 통상의 고정체로는 수복이 불가능한 경우가 종종 발생하게 되었다. 이런 이유로 직경이 보다 넓은 고정체(지경 5.0, 5.5, 6.0㎜)가 개발되었다. 이에 본 논문에서는 나선형 임플랜트에 있어서 고정체의 직경 차이에 따른 임플랜트 고정체와 골조직에 발생하는 응력분포의 비교연구를 위하여 2.9, 3.75, 4.0, 5.0, 5.5, 6.0㎜의 직경을 가지는 고정체를 설계하여 2차원 유한요소 분석을 시행한 결과 아래와 같은 결론을 얻었다. 1. 치밀골인 계면 A에서는 임플랜트의 경부에서, 해면골인 계면 B에서는 임플랜트의 근단부에서 웅력의 최대값이 나타났다. 2. 응력값은 직경이 작아질 수록 큰 값을 나타내었다. 직경 6.0㎜가 가장 작았으며, 직경 2.9㎜가 가장 큰 값을 나타내었다. 3. 경부에 marginal flange를 가지고 있지 않은 직경 5.0, 5.5, 6.0㎜가 경부에서 작은 직경의 임플랜트에 비해 비교적 높은 응력값을 나타내었다. 4. 응력분포의 형태는 경부와 근단부 모두에서 직경이 커질수록 응력값은 낮아지고 분포의 범위는 럽게 나타났다. The purpose of this study was to evaluate and compare the stress distribution in the implant and bony tissue according to the different diameters of implant fixture. Six finite element models with different diameters(2.9, 3.75, 4.0, 5.0, 5.5, 6.0mm) were designed. Two dimensional finite element analysis was used for this study. The results were as follows: 1. Maximum stress value showed at the cervical portion of implant in the )nterface A(cortical bone) and the apical portion in the interface B(cancellous bone). 2. The stress value increased as the diameter decreased. Implant of 6.0mm in diameter showed the lowest value and that of 2.9mm in diameter the highest. 3. The fixtures of 5.0, 5.5 and 6.omm in diameter which did not have marginal flanges on the cervical portion showed relatively high values on the cervical portion. 4. The type of stress distribution in both the cervical and apical portion showed lower stress values as the diameter increased and had a wider range.

慶南 金海地域 絹雲母 鑛床과 그 母岩에 대한 支化學的 硏究

임태우 東亞大學校 大學院 1992 국내석사

The Sericite Deposits in Kimhae area are large(approximately 0.1 billion tons), but because of their low grade, part of deposits are excavated for loft priced ceramic uses. The sangdong sericite deposits occurs in rhyolitic tuff of late Cretaceous age and considered to have been formed by the hydrothermal alteration. The purpose of the research is, to stimulate the developement of the deposits as a substitute of tale, and to find the ore genesis by means of geochemical and mineralogical techniques. Element mobility characteristics can be applied to find the genesis of ore body from hydrothermally altered host rocks by chemical analysis of rock and cre samples and by comparing the mobile and immobile elements of each samples(Mcpherson and other, 1989). It has also been proved to be useful to study clay and rock forming minerals to find the clay mineral deposits genesis(Moon H.S and Other, 1989). Therefore, current research attempted to use both methodological approach. The current reserch will accumulate the information of the sericite deposits both in geochemical and mineralogical characteristics and those information will also be applied to the exploration of mineral deposits that may be hosted in the volcanics of the Kyong Sang-basin.

뉴로-퍼지 제어기를 이용한 유도전동기의 제어

임태우 원광대학교 대학원 2001 국내석사

본 논문에서는 간접벡터 제어 유도전동기 시스템의 효율적인 속도제어를 위한 제어기법을 제안한다. 유도전동기 구도에 있어 동특성이 우수하도록 고정자 전류를 토크성분 전류와 자속성분 전류로 나누어 독립적으로 제어하는 간접벡터 제어 기법을 도입하였다. 또한, 최적의 속도제어를 위하여 토크 성분 전류의 제어를 위한 지능형 알고리즘인 뉴로-퍼지 알고리즘을 적용하였다. 학습이 완료된 뉴로-퍼지 제어기는 외란이나 시스템의 파라미터 변화에 강인성을 가질 뿐만 아니라 유도전동기 구동시스템의 정밀한 속도제어 또는 그 밖의 다른 전력시스템 분야에 적용될 수 있다. In this thesis, control method proposed for effective speed control of the induction motor indirect vector control. For the induction motor drive, indirect vector control scheme that controls torque current and flux current of the stator current independently so that it can have improved dynamics. Also, neuro-fuzzy algorithm employed for torque current control in order to optimal speed control. Neuro-fuzzy controller that training process has been completed has robustness against the change of parameters in system or disturbances as well as capability of reducing the overshoot and settling time. The proposed neuro-fuzzy algorithm can be applied to the precise speed control of an induction motor drive system or the field of any other power systems.

XML 스키마의 클러스터링 및 통합

임태우 연세대학교 대학원 2005 국내석사

Schema integration is important for efficient retrieval and management of heterogeneous XML data. Since most of previous works for integrating XML schemas are based on just structural and lexical similarities among elements, their results might be inappropriate for schema integration. They also have much time complexity because of matching among nodes and user intervention.This paper presents an efficient method for integrating XML schemas based on common structure among schemas. Schema integration is consist of clustering schemas and extracting global schema. The proposed method first computes similarities among schemas under the assumption that the schemas with less cost to be integrated are more similar. The similarity is defined by the size of the common structure between two schemas and the hierarchical clustering method is applied to the values of similarity. The method also generate global schema by resolving the conflicts between corresponding paths.Experimental results with many XML schemas show that the method has performed better in precision and time complexity compared with previous works. 스키마 통합은 이질적인 XML 데이터의 효과적인 검색 및 관리를 위해 매우 중요하다. 스키마 통합을 위한 기존 연구의 대부분은 대응하는 노드의 어휘적, 구조적 유사도에 기반하여 스키마를 클러스터링하여 통합에 적절하지 않고, 또한 노드간 매칭 및 사용자의 개입을 통해 스키마를 통합하므로 높은 시간 복잡도를 갖는다.본 논문에서는 스키마 사이의 공통 구조에 기반한 효율적인 통합 알고리즘을 제안한다. 스키마 통합 과정은 일반적으로 스키마 클러스터링과 통합 스키마 추출의 두 단계로 나뉜다. 제안된 방법은 스키마를 통합하는 비용이 적을수록 유사하다는 가정하에 스키마를 클러스터링한다. 이를 위해 경로간 매칭을 통해 스키마 사이의 공통구조를 계산하고 공통구조의 크기에 기반해 스키마를 계층적으로 클러스터링한다. 또한 공통구조를 기반으로 대응되는 경로간의 이름, 데이터 타입 및 구조적 충돌을 해결하여 두 스키마를 포괄하는 통합 스키마를 생성한다.제안된 방법의 성능을 평가하기 위해서 다수의 XML 스키마를 대상으로 실험한 결과, 통합 스키마의 정확성 및 시간 복잡도 면에서 기존의 방법보다 우수하였다.

정보와 전력 전송을 하는 간섭채널에서의 전송률과 전력간의 범위 특성

임태우 인하대학교 대학원 2015 국내석사

본 논문은 두 명의 사용자가 존재하는 MIMO 간섭채널에서의 정보와 전력의 동시 전송에 대해 다룬다. SNR의 크기에 관계 없이 전력 송신기는 빔포밍을 사용하는 것이 최적임을 증명한다. 달성할 수 있는 범위의 최적 값을 찾기 위하여, 전송률과 전력에 가중치를 부여한 합을 최대화 하는 문제로 정의한다. Non-convex한 문제를 풀기 위하여, 본 논문에서는 교차 방식을 통한 최적화 알고리즘을 제안한다. 제안하는 알고리즘은 최대화 문제의 극대값으로 수렴한다. 시뮬레이션 결과를 통해 기존의 알고리즘 보다 더 넓은 전송률과 전력의 범위를 달성함을 볼 수 있다. 높은 전송률을 달성하려 할 때 기존의 알고리즘보다 약 60% 더 많은 전력을 수확할 수 있다. 또한, 동일한 전력을 수확할 때 제안하는 알고리즘은 가장 높은 전송률을 달성한다.

고석규 문학 비평연구

임태우 서울대학교 대학원 1993 국내석사