本研究希望了解跨功能團隊之團隊多樣性與團隊績效之間的關係，並以高承諾工作系統與交互記憶系統作為調節變數，進行多樣性的研究。在團隊多樣性中，主要是以人口結構多樣性的年齡多樣性和性別多樣性，以及功能背景多樣性為自變數，來探討在高承諾工作系統及交互記憶系統的調節之下，這三種多樣性與團隊績效之間的影響。
本研究以發放問卷的方式，並以跨功能團隊為主進行團隊多樣性調查，其問卷共分為A、B二式問卷，以郵寄的方式寄出139份問卷。最後有效的問卷數為84份，有效樣本的回收率為60.4%。本研究主要以層級迴歸分析進行研究假說之驗證，經由實證分析結果如下：
一、跨功能團隊中具有功能背景多樣性，則可提升團隊績效。
二、團隊中具有高程度的交互記憶系統之下，在功能背景多樣性及團隊績效之間產生正向調節效果。
本研究是首篇將高承諾工作系統及交互記憶系統作為多樣性研究的調節變數，探討與團隊績效之間的影響。針對不同多樣性的員工對組織的高承諾工作系統的認知與團隊績效之間進行調節效果的研究；之後再針對交互記憶系統進行調節效果的驗證，得知在不同多樣性與團隊績效之間的關係。

This study hopes to understand the relationship between team diversity and team performance in cross-functional team as moderators, high-commitment work systems and transactive memory system. We use age diversity and gender diversity of the population structure, and functional background diversity as independent variables, to investigate the relationship with team performance, under the moderations of high-commitment work systems and transactive memory system
In this study, cross-functional team-based diversities of the questionnaire is divided into A and B. We sent out 139 questionnaires and retrieve 84 matched questionnaires and the final return rate is 60.4%. We use hierarchical regression analysis to verify all hypotheses. Our findings can be summarized as follows.
1.A cross-functional team’s functional background diversity can enhance team performance.
2.Higher degree of transactive memory system has positive moderating effect between functional background diversity and team performance.
This study’s most contribution is that it is the first empirical research to the HCWSs and TMSs as the moderator of diverse research to explore the influence and team performance. Furthermore, this study investigates the variable “employee’s perception of HCWS” and “team’s degree of TMS”, which is important in understanding how diversities will influence team performance.

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