• 제목/요약/키워드: U-Factor

검색결과 1,476건 처리시간 0.029초

수평 구동형 정전 반발력 마이크로엑추에이터의 Creeping 유동 모델에 의한 공기 감쇠 (Air Damping Evaluation for Laterally Driven Electrostatic Repulsive-Force Microactuators Using Creeping Flow Model)

  • 이기방;서영호;조영호
    • 대한전기학회논문지:전기물성ㆍ응용부문C
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    • 제50권11호
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    • pp.581-588
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    • 2001

  • This paper presents theoretical and experimental study on the quality-factor of the laterally oscillated electrostatic microactuator, driven by a lateral repulsive-force generated by the asymmetry of planar electric field. The quality-factor of the repulsive-force microactuator using a creeping flow model of the ambient air is evaluated. By filling the simulation results of damping force, we evaluate the dimensionless damping force, $\alpha$, thereby obtaining an analytical damping force, F, in the form of $F=\mu\; \alphaUL,\; where\; \mu,$ U and L denote the air viscosity, the velocity and the characteristic length of the movable electrodes. The measured quality-factor increases from 12 to 13 for the DC bias voltage increased from 60V to 140v. The theoretical quality-factor estimated from the creeping flow model increases from 14.9 to 18.7. Characteristics of quality-factor of the repulsive-force microactuator have been discussed and compared with those of the conventional attractive-force microactuator.

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일과 삶의 균형에 영향을 미치는 가정, 조직, 지역사회 변인의 영향력에 대한 국가비교연구: 한국, 일본, 영국 기혼여성근로자를 중심으로 (Comparative Study on the Effect of Family, Organization and Community Factors on Work-Life Balance: Married and Working Women in Korea, Japan, and the U.K.)

  • 손영미;박정열
    • 가족자원경영과 정책
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    • 제19권2호
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    • pp.51-74
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    • 2015

  • This study aimed to identify differences in the level of work-life balance as well as the effect of independent variables, including family (sharing family work, support for working), organization (culture, support services and systems), and community variables (accessibility to and amount of work-life balance programs), on work-life balance in South Korea, Japan, and the U.K. For these purposes, data were collected from 311, 324, and 322 married, working women (from 30 to 50 years of age) from Korea, Japan, and the U.K., respectively. It was consistently shown that U.K. employees scored higher in work-life balance than Korean and Japanese employees. Compared with Japan and the U.K., Korean participants were significantly lower in terms of work-leisure balance and work-self-development balance. The regression analysis revealed that 'sharing family work with partner' was commonly important and a major factor in all three countries. A 'supportive organizational culture' predicted work-life balance for Korean and Japanese participants, while work-life balance programs had a powerful effect on work-life balance only for U.K. participants. In the case of community variables, there were no significant effects for U.K. participants with regard to work-life balance. In contrast, 'the amount of work-life balance programs offered' was shown to affect the work-life balance of Korean working women, while 'accessibility to the programs' was significantly influential in Japan. We interpret these results according to social, economic, political, and psychological factors.

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