Global Journal of Management and Business Research, A: Administration and Management, Volume 22 Issue 6

Theory and Hypothesis Hypothesis Model Relating Organizational Cultural Refinement Figure 1: Hypothesized Research Model 1. There is no impact of Organizational cultural refinement on employees cultural accountability. For Hypothesis (I) Value of R- 34% Value of R- square-27.6% Significance value of 0.02, rejecting null hypothesis Regression equation Y=4.246+2.44x There is 27.6% variation of organisational culture alignment on employees cultural accountability. 2. There is no impact of Organizational cultural refinement on remote work engagement. For Hypothesis (II) Value of R-43% Value of R- square-33.4% Significance value of 0.03, rejecting null hypothesis Regression equation Y=5.425+1.56 x There is 33.4% variation of organizational cultural refinement on remote work engagement. 3. There is no impact of Organizational cultural refinement on social transformation. For Hypothesis (III) Value of R- 27% Value of R- square-18.4% Significance value of 0.01, rejecting null hypothesis Regression equation Y=3.515+2.34 x There is 18.4% variation of organizational cultural refinement on social transformation. 4. There is no impact of Organizational cultural refinement on employee productivity. For Hypothesis (IV) Value of R- 23% Value of R- square-11.4% Significance value of 0.03, rejecting null hypothesis Regression equation Y=3.436+1.78 x There is 11.4% variation of organizational cultural refinement on employee productivity. Analysis for Reliability Test • The value of Cronbach’s Alpha is 0.803 which indicates a high level of internal consistency and hence the questions are really good for the analysis. 7 Global Journal of Management and Business Research Volume XXII Issue VI Version I Year 2022 ( ) A © 2022 Global Journals Understanding Organizational Remote Engagement and Employee Social Transformation in Post-Covid Times with Special Reference to Startups in India