本研究之目的在了解使用同儕評量為考核方式時，可能影響團體成員公平知覺及其他心理反應的因素。研究中以96名大學女生為對象，採2×2×2實驗設計，探討“同儕評量與自評之差異”、“團體成員相對親疏關係”及“決策控制力(自評對獎金分配之影響力)”對團體成員公平知覺之影響，並研究內外控傾向有此影響機制中扮演的角色。研究結果顯示，當同儕評量低於自評時，個體在公平知覺、結果滿意、團體吸引力、再次合作意願等心理反應上，都顯著的較弱。致於 “相對親疏關係”，結果顯示個體進入團體中時，若感覺其他兩位成員間之親疏關係，比個體自己與其他任一人間為親密時，其公平知覺會較低。當自評對酬賞結果具有影響力(決策控制力高)時，個體的公平知覺會較高，也較願意再次與其他兩位成員合作。此三個獨變項間的兩兩交互作用均未達顯著。內外控傾向對公平知覺有顯著影響(愈外控者之公平知覺愈低)，且在 “相對親疏關係”對公平知覺之影響上有調節效果。本研究最後依所得結果，提出可能之貢獻、限制、對未來研究的建議及工商實務上之應用。

Peer performance appraisals are increasingly adopted in modern organizations and peers are highly concerned about the fairness in such appraisal. Employing a 2×2×2 experimental design, this study examine the effects of “discrepancies between peer rating and self rating”, “relative relationship” and “decision control (the influence of self rating on reward)” on group members’ perception of fairness. The role of locus of control was also explored. In this experiment 96 female undergraduate students were randomly assigned to three-person groups, each of which consisted of an assigned participant and two confederates. In the unequal relationship condition, participants were led to believe that the other two members in the group were familiar with each other. In the equal relationship condition, participants were told that all participants in this experiment were strangers. After completing an assigned task, each participant was asked to complete a questionnaire of locus of control and to rate her own and the other two members’ performance. Then, in the low decision control condition, participants were informed that how much reward they would get totally depended on the scores of peer rating. Other participants in the high decision control condition were told that the sum of self rating and peer rating would be the basis for allocation of reward. Finally, participants were given fake results of rating. One kind of the fake results showed that peer rating was higher than self rating, and the other showed the contrary. Results indicated that when using the peer rating, participants who received relative lower peer rating showed weaker perception of fairness, less satisfion with outcome, less attraction to other two coworkers and less willingness to recooperate. Participants perceived peer rating fairer when the relative relationship is equal (the familiarity within group members is the same). With high decision control, perception of fairness and recoopeerative willingness were higher. No interaction effect among independent variables was found. Locus of control had a moderating effect on the relation between relative relationship and perception of fairness. Implications for management and future research are discussed.