本篇論文以Academy of management journal中，Social Capital and Knowledge Creation: Diminishing Returns of the Number and Strength of Exchange (Mcfadyan&Annella, 2004)為基礎討論｢關係強度高到某一程度後會導致新知識創造的減少｣ 這個假說的適用性。
本論文以文獻探討及推論方式提出假說模型，當加入干擾變數團隊認知多元性後，推論初期負向調節會削弱關係強度對新知識創造的影響，然而後期正向調節使關係強度越強時，新知識創造反而更多。
Social Capital and Knowledge Creation: Diminishing Returns of the Number and Strength of Exchange這篇論文結論暗指為了增加新知識，不應該讓團隊成員過於頻繁接觸，然而其並不符合實務狀況，因此本論文考量調節變數認知多元性，使實務上需要經常緊密相處的團隊具有參考依據。

According toMcfadyan&Annella(2004),relational strength is quadraticallyrelated to knowledge creation. As the more deepening of relations, the less knowledge will be created.However, its implication is not reasonable in practice that team should decrease the interaction frequency to create more knowledge. This study aim to propose a new model that considers cognitive team diversity through literature review to infer that relational strength is positively related to knowledge creation at the same relational level compared with no diversity team.

Moreover, we also discuss the negatively moderating effect of cognitive diversity team in the low strength of relations, which is due to the representational gap. Furthermore, we infer that the time ofconverge will postpone owing to the abundant diverse resources in cognitive team diversity.

This study mainly contributes to the managerial issue that a frequently interacted team can create more new knowledge, if they make the team composition diverse.

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