The relative effectiveness of alternative reward structures in strengthening individual task performance was investigated by operationalizing six reward structure treatments--each of which combined one of two levels of differential group rewarding with one of three levels of differential rewarding within groups. Twelve males and twelve females worked on math problems in dyads for eleven performance pay trials in each of the six reward structure treatments. Although the math performance of females varied directly with both differential group rewarding and differential rewarding within groups as predicted, the performance of males did not. As indicated by the absence of interaction effects for both sexes, none of the six reward structure treatments were differentially effective in strengthening performance independent of the main effects of the differential rewarding manipulations. Reported satisfaction with the pay allocation varied inversely with the performance-pay inequities which occurred between subjects as a result of the differential rewarding within groups manipulations. Reported overall satisfaction, however, was apparently unaffected by the inequities. (Author)