Yes, I view it as an amplifier for the existing management culture. If your system is supportive and focused on shared goals, RTO falls naturally into a balance where people come in when it makes sense (e.g. meaningful meetings & collaboration) and stay home when it does not. If your system is distrustful and based on dominance displays, which is far too common, the mandate is inflexible and transparently based on things like not expecting managers to be effective at measuring productivity, and it will be unpopular for those reasons. Both dynamics existed before the pandemic but the change in what people were used to and the current business climate demanding performative layoffs really cranked the intensity up.