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.