當團體發生社會閒賦現象時，本研究欲從自我效能、團體滿意度對社會閒賦(知覺同儕閒賦)與個人貢獻之影響。主要研究目的有二：(一) 以社會補償的觀點探討個體知覺同儕閒賦與個人在團體貢獻程度的關係。（二）探討自我效能、團體滿意度是否為個體知覺同儕閒賦與個人在團體的貢獻程度的調節因子。本研究採用便利抽樣，以紙本問卷調查的方式分三個時間點收集資料，受測者為台灣科技大學企業管理系大學部、研究所之學生，共蒐集了111份有效問卷。
本研究結果發現：(一)知覺同儕閒賦與個人在團體的貢獻程度呈現正相關。（二）團體滿意度為知覺同儕閒賦與個人在團體貢獻的調節因子。當前次合作的團體滿意度較低時，知覺同儕閒賦的個體會產生社會補償行為。
本研究將根據研究結果，進一步管理上的實務意涵，最後並提出研究限制與未來研究建議，以供後續研究的發展。

When the group social loafing happened, the present research focused on self-efficacy and group satisfaction moderate effect between social loafing(perceived peer loafing) and individual contribution in group. There are two purposes in the research. One is base on social compensation perspective to discuss the relationship between perceived other's(peers) loafing and individual contribution in group. The other is to discuss if self-efficacy and group satisfaction are moderating effect of perceived other's(peers) loafing and individual contribution in group. The research adopted convenience sampling. There are 111 questionnaires surveyed by students of National Taiwan University of Science and Technology .
The results indicated that: First, the relationship between perceived other's(peers) loafing and individual contribution in group is positive; second, group satisfaction moderated the relationship between perceived other's(peers) loafing and individual contribution in group. If group satisfaction is low, individual tend to engage in social compensation when working with peer who are loafing in group.
The managerial implications, limitations of the study are discussed. The outcome of the study further represents the direction of future research.

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