本文旨在研究團隊競賽中最適報酬分配。考慮一內生報酬分配的團隊競賽，在第一階段，每一位組長決定該組的獎酬分配規則以極大化組內勝率或福利。獎酬分配規則指定了公共財、基於均分規則和績效規則所分配的私有財之佔比。在第二階段，每位組員僅能觀察該組之獎酬規則，並決定要投入的努力程度。本文首先考慮線性獎酬函數。
接著考慮準線性獎酬函數，我們證明了在此設定下，若組長目標為極大化勝率，則人數較多的組別會使用較多的績效規則且勝率較高。然而，當組長目標為極大化福利，則可能發生組別大小悖論。

This paper aims to study the optimal prize-sharing rule in group contests. We consider a group contest with the endogenous choice of prize-sharing rule by leaders. In the first stage, each leader chooses the prize-sharing rule in her group to maximize their winning probability or utilitarian welfare. The prize-sharing rule specifies the proportion of public goods, meritocratic rule, or egalitarian rule. In the second stage, observing the prize-sharing rule chosen by their leader, group members put in their effort independently without observing other groups’ sharing rules. As a benchmark, we first solve a simple model with the linear prize-value function. Then, we consider the quasi-linear utility function. In this case, the larger group always uses a higher ratio of meritocratic rule if leaders are winning probability-maximizing, and the group size paradox never happens. However, when leaders are welfare-maximizing, the group-size paradox may reappear.

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