획의 위치 정보를 이용한 한글 문자의 인식

이형렬 김천과학대학 1994 김천과학대학 논문집 Vol.20 No.-

This paper presented a method to recognize koran characters using the relational information of stroke location. In the proposed method, feature points are extracted by carrying out preprocessing step such as thinning and the features of strokes are extracted by four directional code. And then, the feature vector that contains the relational information of stroke location is composed and it is compared with feature vectors in the vector table to recognize character. Experimental results show that the recognition rates printed Hangeul are 92% respectively.

흉선종의 외과적 치료에 대한 연구 -18례 분석-

이형렬 대한흉부심장혈관외과학회 1994 Journal of Chest Surgery (J Chest Surg) Vol.27 No.4

Eighteen patients with thymoma have undergone surgical treatment at Pusan National university Hospital from 1983 to 1993. The mean age of the patients was 47.3$\pm$13.3 years old and male to female ratio was 1.6 : 1. Eleven of the patients[61.1%] with thymoma had myasthenia gravis; 12 cases[66.7%] were encapsulated and 6[33.3%] invasive. Operation was complete resection in 14[77.8%] of the patients, partial resection with residual tumor in 3[16.7%], and simple biopsy in one[5.5%]. Adjuvant radiotherapy was administered in 5 of 6 invasive thymoma. Postoperatively one patient died for excessive bleeding and sepsis. A tumor relapse was observed in one patient who had invasive thymoma and underwent partial resection followed by postoperative radiotherapy. The overall 5-year survival rate was 88.2$\pm$ 7. 9%.The presence of myasthenia gravis is not considered as an adverse factor for survival but it contributes to early discovery of associated thymoma.

우리 나라 육지의 시발점, 해남

이형렬,Lee Hyung-lyul 한국관개배수위원회 2000 한국관개배수논문집 Vol.7 No.1

SK 컴비네이터 그래프 감축기에서의 탐색공간의 개선

이형렬 김천과학대학 1997 김천과학대학 논문집 Vol.23 No.-

The problems of SK combinator graph reduction machine are large graph traversal space to search nodes of combinator and many execution of garbage collector result from allocation of additional space. In order to reduce graph traversal space, this paper proposed new reduction machine that transform reduction rule and node cdnstruction. In addition, to reduce execution time of garbage collector, this paper proposed varient node size depending on combinator. And then show experimental result for proposed reduction machine.

컴퓨터문화비평 : 금융실명제와 영화 〈 사랑의 영혼 〉

이형렬 사회평론 1993 사회평론 길 Vol.93 No.10

기업체의 규모별, 고용부담금 부과의무 여부에 따라 장애인고용률에 영향을 미치는 요인

이형렬 한국장애인고용공단 고용개발원 2014 장애와 고용 Vol.24 No.1

본 연구는 기업체의 규모별, 고용부담금 부과의무 여부에 따라 조직적 특성 변수, 업무 환경관련 변수, 사업주지원제도 인지관련 변수, 채용지원서비스 이용관련 변수, 장애인고용 인식관련 변수가 장애인고용률에 영향을 미치는 요인을 실증적으로 규명하는데 연구 목적이 있다. 본 연구를 위해 2012년 기업체 장애인고용 실태조사 원자료(raw data)를 활용하였으며, 본 연구와 직접 관련이 있는 5,261부를 분석에 사용하였다. 연구결과, 기업체의 규모별, 고용부담금 부과의무 여부에 따라 장애인고용률에 강하게 영향을 미치는 요인 및 함의점은 다음과 같다. 첫째, 조직적 특성 변수에서는 기업체의 산업유형은 비제조업일수록(소규모, 중소규모, 중규모, 부과의무), 개인사업체일수록(소규모, 부과미의무), 영업이익이 감소할수록(중규모, 부과의무) 고용률이 높게 나타났다. 둘째, 업무환경관련 변수에서는 작업환경이 열악할수록 오히려 고용률이 높게(중규모, 대규모, 부과의무) 나타났다. 셋째, 사업주지원제도 인지관련 변수에서는 고용장려금(소규모, 중소규모, 중규모, 대규모, 부과의무), 시설자금융자(소규모, 부과미의무), 보조공학기기(소규모, 부과미의무), 장애인표준사업장(중소규모, 부과미의무), 중증장애인생산품우선구매제도(소규모, 중소규모, 대규모, 부과미의무, 부과의무)를 인지할수록 고용률이 높게 나타났다. 그러나 통합지원서비스(소규모, 부과미의무), 연계고용(중소규모, 부과의무), 자회사형표준사업장(소규모, 부과미의무), 재택근무지원제도(중소규모, 부과미의무)를 인지하지 못할수록 오히려 고용률이 높게 나타났다. 넷째, 채용지원서비스 이용관련 변수에서는 구인상담(중규모, 부과의무), 취업알선(소규모, 중소규모, 부과미의무), 적응지도서비스(중소규모, 부과미의무)를 이용한 기업체일수록 고용률이 높게 나타났다. 이러한 연구결과 및 함의를 근거로 하여 기업체의 규모별, 고용부담금 부과의무 여부에 따라 장애인고용률을 증진시킬 수 있는 직업재활적 측면의 개입방안을 제언하였다. This study aims to figure out how the employment rate of the disabled is affected by the variables such as the size of the business, organizational characteristics depending on the application of the quota levy system for employment of the disabled, work-environment, employer support system, employment support system, the perception of disability employment empirically. The raw data of the research on the disability employment of the industry in 2012 was utilized for this study and the directly related 5,261 reports of them were analyzed. The result suggested the factors that affects on the size of the business, organizational characteristics depending on the application of the quota levy system for employment of the disabled, which implies the followings. First, in the analysis of organizational characteristics, the employment rate is increased when the types of business is non-manufacturing industry(small, medium-small, medium business, quota-levy system mandatory) and also when it is private company(small, quota-levy system not mandatory). As the business profit(medium business, quota-levy system mandatory) increases, the employment rate is improved as well. Second, as the work-environment is poor, the employment rate is elevated. Third, as the perception of the employer support system, subsidy of employment(small, medium-small, medium, large business, quota-levy system mandatory), facility loan(small business, quota-levy system not mandatory), assistive technology use(small business, quota-levy system not mandatory), sheltered-workplace for the disabled(medium-small business, quota-levy system not mandatory), the law on the preferential purchase of products manufactured by persons with severe disabilities(small, mediumsmall, large business, quota-levy system not mandatory, quota-levy system mandatory) is improved, the employed rate is increased. However, the employment rate is increased when the perception of the consolidated support system(small, quota-levy system not mandatory), related employment(medium-small business, quota-levy system mandatory), special subsidiary company(small business, quota-levy system mandatory), telecommuting-work support system(medium-small business, quota-levy system not mandatory) is lower. Forth, in the analysis of the employment support system, the employment rate was improved when the companies used counseling for the employers (medium business, quota-levy system mandatory), employment mediation(small, medium-small business, quota-levy system not mandatory), guiding system for adjustment(medium-small business, quota-levy system mandatory). Based on the result of this study, the measures for the occupational rehabilitation were suggested in order to improve the disability employment rate has to be specialized according to the size of the business and the application of the quota levy system for employment of the disabled.

산업유형별 의무고용기업체의 장애인고용률에 영향을 미치는 요인 : 제조업, 서비스업, 기타 업종을 중심으로

이형렬 한국장애인고용공단 고용개발원 2013 장애와 고용 Vol.23 No.1

본 연구는 산업유형별 의무고용기업체를 대상으로 조직적 특성 변수, 업무환경관련 변수, 사업주지원제도 이용관련 변수, 채용지원서비스 이용관련 변수, 장애인고용 인식관련 변수가 장애인고용률에 영향을 미치는 요인을 실증적으로 규명하는데 연구목적이 있다. 연구결과, 산업유형별 의무고용기업체의 장애인고용률에 강하게 영향을 미치는 요인 및 함의점은 다음과 같다. 첫째, 조직적 특성 변수에서는 산업유형별 모든 기업체가 소규모(50~99인)일수록 장애인부담금 부과의무가 있는 대규모(100인 이상)에 비해 고용률이 높은 것으로 나타났다. 둘째, 업무환경관련 변수에서는 작업환경이 열악할수록 고용률이 높은 것(전체 기업체)으로 나타났고(특이한 결과), 또한 업무강도가 강할수록 고용률이 낮은 것(전체, 서비스업체)으로 나타났다. 셋째, 사업주지원제도 이용관련 변수에서는 고용 장려금 이용경험(전체, 제조업체, 서비스업체)과 무상지원 이용경험(전체, 서비스업체)이 있을수록 고용률이 높은 것으로 나타났다. 넷째, 채용지원서비스 이용관련 변수에서는 지원고용·현장평가·시험고용의 이용경험이 있을수록 고용률이 높은 것(전체, 서비스업체)으로 나타났다. 다섯째, 장애인고용인식관련 변수에서는 작업수행에 대한 인식이 긍정적일수록 고용률이 낮게(전체, 서비스업체) 나타났으며, 이는 특이한 결과이다. 또한 제조업체에서는 조직생활에 대한 인식이 긍정적일수록 고용률이 낮게(특이한 결과) 나타났으나, 기타 업체에서는 긍정적일수록 고용률이 높게 나타나 산업유형에 따른 차이라고 해석된다. 그리고 장애인고용이 기업경영에 도움을 준다고 긍정적으로 인식하는 경우 고용률이 높은 것(전체, 제조업체)으로 나타났다. 결과적으로 산업유형별 기업체에 따라 장애인고용률 증진을 위한 정책과 서비스 개발 방향이 특화되어야 할 것으로 생각된다. 이러한 연구결과 및 함의를 근거로 하여 산업유형별 의무고용기업체의 장애인고용률을 증대시킬 수 있는 사회복지 및 직업재활적 측면의 개입방안을 제언하였다. This study aims to empirically clarify effects of organizational feature variable, work environment related variable and variable related to use of business owner support system, variable related to use of employment support service and variable related to awareness on employment of the disabled on the employment rate of the disabled, targeting the companies of compulsory employment for each type of industry. Following are the factors the factors strongly affecting the company’s employment rate of the disabled per type of industry as well as their implications. First, in terms of organizational feature variable, the small-scale companies(with 50~99 employees) are found to have higher employment rate of the disabled than the big-scale companies(with over 100 employees) that have the obligation of share for the disabled. Second, in terms of variables related to work environment, the companies with poorer work environment were found to have higher employment rate(whole company: unusual results), and the employment rate was found to be lower at the companies with stronger workload(whole, service company). Third, in terms of variables related to use of employer support system, the employment rate was found to be higher when the companies have experiences of employment grant(whole, manufacturers and service companies), experience of free support(whole, service companies). Fourth, in terms of variables related to use of employment support service, the employment rate was found to be higher with the companies that have experience of supported employment, on-site evaluation and test employment(whole, service companies). Fifth, in terms of variables related to awareness on employment of the disabled, the employment rate was found to be lower if awareness on execution of work is more positive(whole, service company), which is unusual results. In addition, the lower employment rate, the more positive on the organization life in the manufacturers(unusual results), while the higher employment rate, the more positive on the organizational life in other types of industries, which is regarded as the difference per type of industry. And if there is a positive recognition that employment of the disabled helps corporate management, the employment rate was found to be higher(whole, manufacturer companies). In conclusion, it seems necessary to specialize the development direction of policies and services for improvement of employment rate of the disabled depending on the type of industry. This study proposes the intervention plans, in terms of social welfare and occupational rehabilitation, to increase the employment rate of the disabled at the companies with compulsory employment per type of industry based on this study results and implications.

장애청소년 근로자의 직업유지에 영향을 미치는 요인

이형렬 한국장애인고용공단 고용개발원 2011 장애와 고용 Vol.21 No.1

This study aims to identify the effect of the demographic variables, disability-related variables, variables related to the route of employment, variables related to job training, and variables related to job satisfaction of Disabled adolescent workers under 24 based on Korea’s「 Youth Basic Law」, on their job maintenance(period of job maintenance, frequency in leaving their jobs, and intention to maintain a job) for the first time in Korea. With this aim, the study utilized raw data from research into the current status of employees with the disability as of 2005 and employed 3,189 copies, which are directly related to this study. Then, the study introduced the frequency and percentile for data processing, used a VIF(Variance Inflation Factor) and TOL(Tolerance) to see whether there is multicollinearity and employed a multiple regression analysis(Enter Method) and a logistic regression analysis in order to prove the research project. As a result of the research, the strongly influential factors on the job maintenance of Disabled Adolescent Workers included the following. First, the result shows that males tend to show higher job maintenance; however, this means that it is required to manage employment or working environment more systematically to enhance job maintenance for female disabled adolescent workers. Second, those with severe disabilities indicate lower job maintenance than those with mild disabilities; therefore, it is needed to pay closer attention to the job maintenance of severely disabled adolescent workers. Third, when disabled adolescent workers are satisfied with their work arrangement and provision of health service, their job maintenance gets higher. Fourth, if they are satisfied with the commute, all three areas, the duration of job maintenance, turnover rate, and intention for job maintenance show positive results that it is considered to be a significant factor. Fifth, it is odd that the employment management of the disabled(counselors for vocational life, interpretation of sign language, and instructors or assistants for work, etc.) is a crucial factor but, in fact, does not affect them significantly. Thus, it is necessary to establish the roles of the employment management of the disabled and reanalyze it more profoundly. 본 연구는 우리나라 「청소년기본법」에 의거하여 경제활동을 하는 24세 이하의 장애청소 년 근로자만을 대상으로 개인적 특성(인구사회학적, 장애)관련 변수, 취업경로관련 변수, 직 업훈련관련 변수, 직업만족관련 변수가 직업유지(직업유지기간, 이직경험 횟수, 직업유지의 사)에 영향을 미치는 요인을 실증적으로 규명하는데 연구목적이 있다. 본 연구를 위해 2005년도 장애인근로자 실태조사 원자료(raw data)를 활용하였으며, 본 연구와 직접 관련 이 있는 3,189부를 분석에 사용하였다. 자료처리는 빈도와 백분율, 다중공선성 (Multicollinearity) 여부에 대해서는 VIF(Variance Inflation Factor)와 TOL(Tolerance) 방 식에 의해서, 다중회귀분석(Multiple Regression Analysis: Enter Method)과 로지스틱 회 귀분석(Logistic Regresssion Analysis)을 통해 연구문제를 검증하였다. 연구결과 장애청소년 근로자의 직업유지에 강하게 영향을 미치는 요인 및 함의점은 다음 과 같다. 첫째, 성별이 남성일수록 직업유지에 매우 강한 영향을 미치는 것으로 나타났으나, 이러한 결과는 반대로 여성 장애청소년 근로자의 직업유지를 높일 수 있는 세부적인 고용 관리 및 작업환경에 대한 개선방안이 요청된다고 하겠다. 둘째, 중증장애인이 경증장애인에 비해 직업유지가 낮게 나타나 중증장애청소년 근로자의 직업유지에 대한 세밀한 관심이 요 구된다. 셋째, 장애청소년 근로자 본인의 업무배치에 만족할수록, 건강서비스 제공에 만족 할수록 직업유지가 높게 나타났다. 넷째, 출퇴근에 만족할수록 직업유지기간, 이직경험 횟 수, 직업유지의사의 3가지 모두에서 높게 나타나 장애청소년 근로자의 직업유지에 매우 중 요한 요인으로 파악되었다. 다섯째, 특이하게도 장애인고용관리(직업생활상담원, 수화통역, 작업지도·보조원 등)가 직업유지에 매우 중요한 요인임에도 큰 영향을 미치지 못하는 요 인으로 나타나 장애인고용관리에 대한 실질적인 지원방안이 요구된다고 하겠다.

선천성 식도폐쇄증의 외과적 치료

이형렬 부산대학교 병원 암연구소 2000 부산대병원학술지 Vol.- No.8

N2 전이를 가진 비소세포 폐암환자에서의 술 후 성적

이형렬 부산대학교 병원 암연구소 2001 부산대병원학술지 Vol.- No.9