TY - JOUR
T1 - Erratum to “Locals know best? Subsidiary HR autonomy and subsidiary performance” (Journal of World Business (2017) 52(1) (83–96) (S1090951616301109)(10.1016/j.jwb.2016.09.004))
AU - Lazarova, Mila
AU - Peretz, Hilla
AU - Fried, Yitzhak
N1 - Publisher Copyright:
© 2017
PY - 2017/9
Y1 - 2017/9
N2 - The publisher regrets that hypotheses referred to in the original accepted manuscript were omitted during the publication process. The following should have appeared in the published paper: Hypothesis 1 Subsidiary HR autonomy is positively related to subsidiary performance. Hypothesis 2 The relationship between subsidiary HR autonomy and subsidiary performance is mediated by employee absenteeism so that higher subsidiary autonomy is related to lower employee absenteeism, which, in turn, is related to higher subsidiary performance. Hypothesis 3 Cultural distance and institutional distance moderate the (negative) relationship between subsidiary HR autonomy and absenteeism so that the relationship is stronger in cases of high cultural distance and institutional distance. Hypothesis 4 The indirect effect of HR autonomy on performance via absenteeism is stronger at high levels of cultural and institutional distance. The publisher would like to apologise for any inconvenience caused.
AB - The publisher regrets that hypotheses referred to in the original accepted manuscript were omitted during the publication process. The following should have appeared in the published paper: Hypothesis 1 Subsidiary HR autonomy is positively related to subsidiary performance. Hypothesis 2 The relationship between subsidiary HR autonomy and subsidiary performance is mediated by employee absenteeism so that higher subsidiary autonomy is related to lower employee absenteeism, which, in turn, is related to higher subsidiary performance. Hypothesis 3 Cultural distance and institutional distance moderate the (negative) relationship between subsidiary HR autonomy and absenteeism so that the relationship is stronger in cases of high cultural distance and institutional distance. Hypothesis 4 The indirect effect of HR autonomy on performance via absenteeism is stronger at high levels of cultural and institutional distance. The publisher would like to apologise for any inconvenience caused.
UR - http://www.scopus.com/inward/record.url?scp=85018729114&partnerID=8YFLogxK
U2 - 10.1016/j.jwb.2017.04.001
DO - 10.1016/j.jwb.2017.04.001
M3 - Comment/debate
AN - SCOPUS:85018729114
SN - 1090-9516
VL - 52
SP - 726
JO - Journal of World Business
JF - Journal of World Business
IS - 5
ER -