*…show more content…*

In addition to this, the adj. R-squared value is 0.70, or 70%. Both values reflect high degrees of confidence in the results of the MLR analysis.

4.1.1: Parametric Tests of Significance:

In order to identify a possible positive relationship between the dependent variable and an independent variable, a parametric test of significant is utilized. The P value (calculated probability) in this test is the estimated probability of rejecting the null hypothesis (H0) when that null hypothesis is true. Thus, the P-value can be understood as the probability of finding the observed, or more extreme, results when the null hypothesis is true.

If the P value is less than the chosen significance level (0.05), then null hypothesis is rejected. Hence, it is ascertained that the sample gives enough evidence to support the alternative hypothesis.

4.1.2: Analysis of findings

1. Corporate Ethical Values p-value = 0.006 <

*…show more content…*

This is a concomitant of the rejection of the null hypothesis that ‘rules and procedures’ do not have a significant relationship with employee performance.

Establishing too many laws, rules and formal processes will often obstruct the ability to motivate and inspire employees. The more static a process is, the less likely it is going to be accomplished precisely. Motivation of employees by instilling the fear of losing their job due to not following rules results in less motivation and drive to undertake routine tasks. This will have the complete opposite of the wanted effect.

However, a completely rule-free corporate culture will be detrimental to employee performance as well. Without a general cookie-cutter outline to follow, employees might tend to stray from their original job tasks and delve into fruitless endeavors. Hence, a right mix of the two approaches is required – certain, well defined rules and procedures that have withstood the test of time.

H1: Job