威权领导是家长式领导中重要又贴近本土实际的领导风格，组织情景中领导风格很大程度影
响员工对组织的认同度，本文针对 X区三个平台中出现的威权领导风格和员工亲组织非伦
理行为，以平台公司为研究对象，以威权领导作为自变量，以亲组织非伦理行为作为因变量，
探索威权领导对亲组织非伦理行为的影响情况，将组织认同作为中介变量，验证其能否在威
权领导和亲组织非伦理行为(UPB)的关系上起到中介作用，而传统性是中国社会组织中特有
的人格属性，引入传统性为调节变量，探究其能否在威权领导和员工组织认同关系上起到调
节作用。
本研究采用 4个量表，获得 311组有效的问卷数据，在对文献整理和统计学理论分析的
基础上定义了变量范围，设计问卷并实地调查，构建了理论模型并通过运用 SPSS21.0统计
分析软件对存在威权领导行为的组织中员工亲组织非伦理行为(UPB)进行研究，检测威权领
导对亲组织非伦理行为的影响路径、可能性。研究结果证实： (1)威权领导负向影响亲组织
非伦理行为；（2）威权领导负向影响组织认同；(3）组织认同与员工亲组织非伦理行为正
相关；(4）组织认同在威权领导与员工亲组织非伦理行为的负向关系中发挥中介作用；(5）
员工传统性正向调节威权领导对组织认同的负向关系。在此基础上，针对威权领导行为以及
亲组织非伦理行为产生的不良后果，提出对应的管理建议与治理方向，给 X区三个平台公
司企业管理者提供适合本企业发展的参考意见，并指出本文在研究过程中的局限和不足，以
期未来相关研究进一步填补和扩充。
关键词：平台公司，威权领导，亲组织非伦理行为，组织认同，传统性
Abstract
In recent years, the unethical behavior of Pro Organization (UPB) has occurred from time to
time, which has caused a heavy blow to enterprises. It is because of the pro organizational
characteristics of UPB that the organization may benefit in a short period of time. Most enterprise
managers tend to ignore or even connive at such behavior. However, the unethical nature of Pro
organizational non ethical behavior will also bring disastrous consequences to the enterprise,
which is unforeseen by many managers. How to restrain the occurrence of Pro organizational non
ethical behavior, make enterprises sustainable development, and reduce employees' implicit
internal friction, has become the focus of scholars' attention.
Authoritarian leadership is an important and local leadership style in paternalistic leadership,
and the leadership style in organizational scenarios greatly influences employees’identification
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with the organization, aiming at the authoritarian leadership style and the pro-organizational
non-ethical behavior of employees in the three platforms of Zone X, this paper takes the platform
company as the research object, the authoritarian leadership as the independent variable, and the
pro-organizational non-ethical behavior as the dependent variable, to explore the influence of
authoritarian leadership on pro-organizational non-ethical behavior (UPB) , and to examine
whether organizational identity plays an intermediary role in the relationship between
authoritarian leadership and pro-organizational non-ethical behavior (UPB) , tradition is a unique
personality attribute in Chinese social organizations, which is introduced as a moderating variable
to explore whether it can play a moderating role in the relationship between authoritarian
leadership and employee organizational identity.
In this study, 311 groups of valid questionnaire data were obtained by using four scales.
Based on the literature review and theoretical analysis, the variable range was defined, the
questionnaire was designed, the field survey was conducted, the theoretical model was constructed,
and the spss21.0 statistical analysis software was used to verify the influence of authoritarian
leadership on Pro organizational non ethical behavior. The results show that: (1) authoritarian
leadership negatively affects Pro organizational non ethical behavior; (2) authoritarian leadership
negatively affects organizational identity; (3) employee organizational identity is positively
correlated with employee Pro organizational non ethical behavior; (4) organizational identity plays
a mediating role in the negative relationship between authoritarian leadership and employee Pro
organizational non ethical behavior; (5) employee traditional degree positively regulates
authoritarian leadership on organization The negative relationship of identity. On this basis, in
view of the consequences of authoritarian leadership behavior and pro organizational non ethical
behavior, this paper puts forward corresponding management suggestions and governance
direction, provides reliable reference for enterprise development for enterprise managers, and
points out the limitations and deficiencies in the research process, so as to further fill and expand
the relevant research in the future.
Keywords：Platform companies, authoritarian leadership, pro- organizational non ethical behavior,
organizational identity, Traditionality
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目录
摘要.................................................................................................................................I
Abstract......................................................................................................................... II
1绪论............................................................................................................................1
1.1研究背景..........................................................................................................1
1.2研究对象基本情况..........................................................................................2
1.2.1公司简介................................................................................................2
1.2.2组织结构及人员状况............................................................................3
1.2.3存在问题................................................................................................3
1.3研究目的..........................................................................................................4
1.4研究意义..........................................................................................................4
1.4.1理论意义................................................................................................4
1.4.2现实意义................................................................................................5
1.5研究内容与方法..............................................................................................5
1.5.1研究内容................................................................................................5
1.5.2研究方法................................................................................................6
2理论综述....................................................................................................................7
2.1威权领导..........................................................................................................7
2.1.1威权领导的概念与发展........................................................................7
2.1.2威权领导的维度与测量........................................................................8
2.1.3威权领导的研究现状及评述................................................................8
2.2亲组织非伦理行为........................................................................................10
2.2.1亲组织非伦理行为的概念界定..........................................................10
2.2.2亲组织非伦理行为的维度与测量...................................................... 11
2.2.3亲组织非伦理行为研究现状及评述.................................................. 11
2.3组织认同........................................................................................................12
2.3.1组织认同的概念与发展......................................................................12
2.3.2组织认同的维度与测量.......................................................