本研究嘗試用新的設計來探討在小作業團體中，影響個別團員不滿「平均」分酬的原因。過去有關的研究，過份強調團員的貢獻量，而忽略了：（1）團員對團體作業本身的滿意程度；（2）對團體的團隊精神的評估；（3）團員自身群體傾向等因素，所可能產生的影響。這個缺點多是由於這類研究的設計是採用實驗法，將上述因素加以控制。本研究用一種比較與實際團體作業情境相吻合的田野研究法，將這些因素與分酬後所產生的不公平感之間的關係，作了一個全面的探討。研究結果顯示小團體中因「平均」分酬所引起的不公平感，似乎不是針對著勞酬分配的原則。本研究取樣的大學生對與同學一起作一項共同作業，而共得一個團體總分的「平均」分酬行為，所產生的不公平感，只與團體的缺乏合作精神有關。而與團員自身的貢獻量並無顯著的關係。但是貢獻量卻與團員們是否寧願得一個個人分數（如果有選擇的話），有顯著相關。這個結果顯示，如果條件允許的話，有能力的人還是願意自勞自穫的。

　　　　　This study explored causes underlying group members' satisfaction regarding equal distribution of rewards derived from joint effort. Previous studies had focussed on the effects of members' levels of contribution, and had not paid enough attention to (1) group members' satisfaction with the joint effort itself; (2) assessment of the team spirit; and (3) group members' collectivist tendency. These factors were usually overlooked in a controlled experiment. In the present study, a field approach was employed to analyze more thoroughly the relationship between these factors and post-allocation feeling of unfairness. University students from Hong Kong and Taiwan, who received a group score for their small group term projects in a course, responded to an anonymous questionnaire. Results indicated that feelingof unfairness was a result more of a lack of group cooperation, than of the relative contribution levels of the group members. However, if circumstances permit, the high contributors were more willing to be assessed individually than the low contributors were.