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The development model of PT Visionet Internasional (OVO) in Indonesia
Yuhang Xia,Yuming Liu,최명철,Chuijie Meng,김한얼 국제문화기술진흥원 2023 International Journal of Advanced Culture Technolo Vol.11 No.2
OVO is a digital platform that provides simple payments and smart financial services, as well as one of the largest digital payment platforms in Indonesia. It has wide coverage and security when making payments, and supports multiple settlement currencies. The purpose of this study is to explore the history, business model, and future strategic direction of OVO, an Indonesian e-wallet. To date, OVO has built its own mobile payment ecosystem covering a wide range of consumer scenarios including e-commerce, travel, offline shopping and finance. And it supports mobile banking, online banking, debit cards or selected partner merchants. Its three largest transaction categories are in the transportation, retail and e-commerce sectors. With over 110 million consumers and 1.3 million merchant users, it is one of the dominant e-wallets in Indonesian market and has become the country's e-payment market leader. OVO eWallet's ‘One Card’ model offers convenience and choice for users, thus contributing to the rapid growth of OVO eWallet. And OVO eWallet competes fiercely with other competitors, but OVO eWallet continues to grow in terms of the number of users and market share. Finally, this study analyzes the strategic goals and plans of OVO eWallet, predicts its future direction. OVO eWallet has a huge success, but there are still competition and challenges to face.
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진화심리학적 관점에서 조직풍토가 발언과 조직 성과에 미치는 영향에 대한 한-중 비교연구
김란(Lan Jin),최명철(MyeongCheol Choi),孟垂杰(ChuiJie Meng),김동영(DongYoung Kim),김한얼(HannEarl Kim) 한국경영사학회 2023 經營史學 Vol.105 No.-
한국과 중국은 같은 동양문화권 국가지만 역사, 발전과정 측면에서 많은 차이점을 가지고 있기에 이러한 차이점들은 기업의 문화와 풍토에 반영되어 기업 경영에도 큰 차이점을 보일 수 있다. 이에 본 연구는 한국과 중국 종업원들을 대상으로 조직풍토가 종업원의 심리적 안전감에 미치는 영향과 조직풍토와 발언 행동, 조직동일시 간의 관계에서 심리적 안전감의 매개효과가 있는지에 대해 분석을 진행하였다. 그 중 조직풍토는 경쟁가치 모델에 근거하여형식화, 노력 두 가지 측면으로 구분하여 분석을 진행했다. 중국 종업원을 대상으로 분석한 결과, 조직풍토 중 형식화와 노력은 종업원의 심리적안전감에 긍정적인 영향을 미쳤고 심리적 안전감이 높을수록 조직동일시와 발언 행동이증가하였다. 또한 조직풍토(형식화, 노력)와 발언 행동, 조직동일시 간의 관계에서 심리적안전감이 매개효과가 있는 것으로 나타났다. 반면 한국 종업원을 대상으로 분석한 결과조직풍토 중 형식화는 종업원의 심리적 안전감에 긍정적인 영향을 미치지만, 노력은 심리적 안전감에 통계적으로 유의미한 영향을 미치지 않았으며 심리적 안전감이 높을수록 구성원들의 발언 행동과 조직동일시가 증가하였다. 또한 형식화와 발언 행동, 조직동일시간의 관계에서 심리적 안전감이 매개효과가 있는 것으로 나타났지만 노력에서는 통계적으로 유의미한 영향이 없었다. 마지막으로 본 연구의 결과를 통해 시사점과 한계점 등을제시하였다. While Korea and China share an oriental culture, they have numerous variations in terms of history and development, which may be represented in company culture and environment and reveal significant variances in corporate management. Therefore, this study analyzed the effect of organizational climate on employees’ psychological safety targeting Korean and Chinese employees and whether there was a mediating effect of psychological safety in the relationship between organizational climate, voice behavior, and organizational identification. Based on the competing values framework, the organizational climate was analyzed by dividing it into two aspects: formalization and effort. After examining Chinese employees, we discovered that formalization and effort among organizational climate had a positive effect on employees’ psychological safety. And the higher the employee’s psychological safety of the employee, the higher the organizational identification and voice behavior. Moreover, psychological safety was found to have a mediating effect in the relationship between organizational climate(formalization, effort), voice behavior, and organizational identification. On the other hand, as a result of analyzing Korean employees, formalization had a positive effect on employees’ psychological safety, but efforts did not have a significant effect on psychological safety. And the higher the employee’s psychological safety, the higher the organizational identification and voice behavior. In addition, psychological safety was found to have a mediating effect in the relationship among formalization, voice behavior, and organizational identification, but there was no significant effect was found on effort. Lastly, the implications and limits of this study’s findings were discussed.
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