Use at least two separate Forsyth databases relevant to your topic.

1. 1. PsycInfo
      • Keywork: Remote Work
      • Results:663
      • Yarberry, S., & Sims, C. (2021). The impact of COVID-19-prompted virtual/remote work environments on employees’ career development: Social learning theory, belongingness, and self-empowerment. Advances in Developing Human Resources, 23(3), 237–252. https://doi.org/10.1177/15234223211017850

• • Keywork: Covid Workplace
  • Results:35
  • Urick, M. (2020). Generational differences and covid-19: Positive interactions in virtual workplaces. Journal of Intergenerational Relationships, 18(4), 379–398. https://doi.org/10.1080/15350770.2020.1818662

• • Keywork: Distributed Team
  • Results:509
  • Zaina, L. A. M., Sharp, H., & Barroca, L. (2021). UX information in the daily work of an agile team: A distributed cognition analysis. International Journal of Human-Computer Studies, 147, 102574. https://doi.org/10.1016/j.ijhcs.2020.102574
• Academic Search Premier
  • Keywork: Remote Work
  • Results:5077
  • Song, Y., & Gao, J. (2019). Does Telework stress employees out? A study on working at home and subjective well-being for wage/salary workers. Journal of Happiness Studies, 21(7), 2649–2668. https://doi.org/10.1007/s10902-019-00196-6

• • Keywork: Covid Workplace
  • Results:5077
  • Prabowo, K. A., Ellenzy, G., Wijaya, M. C., & Kloping, Y. P. (2021). Impact of work from home policy during the COVID-19 pandemic on Mental Health and Reproductive Health of women in Indonesia. International Journal of Sexual Health, 1–10. https://doi.org/10.1080/19317611.2021.1928808

• • Keywork: Remote Work
  • Results:5077
  • Jarrett, S. M., Glaze, R. M., Schurig, I., Muñoz, G. J., Naber, A. M., McDonald, J. N., Bennett, W., & Arthur, W. (2016). The comparative effectiveness of distributed and colocated team after-action reviews. Human Performance, 29(5), 408–427. https://doi.org/10.1080/08959285.2016.1208662

Review of One Source

The comparative effectiveness of distributed and collocated team after-action reviews.

This is a study of 492 participants who were assigned to 123 4 person teams who participated in military action. After the military action, there was an after-action review. These AARs in the U.S. Military’s method for collecting training and performance in both actual and simulated settings.

During this study, they studied effectiveness scores for actions that were traditional and distributed. The study hypothesized that distributed teams would have a loss in process effectiveness. But during the study, they found that was not the case.

This study’s method of using AARs might be useful to me in planning my own research. The methods they used for reviewing and scoring these AARs could prove to be useful for me.