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PurposeThe aim of the current study is to further understanding of transformational leadership antecedents by examining a gap in the literature that fails to address the relationship between leader fit and transformational leader behaviors.Design/methodology/approachThis study examined the relationship between leaders' person‐organization fit, needs‐supplies fit, and demands‐abilities fit and transformational leader behavior using a sample of 215 leaders in ten organizations, their supervisors, and 1,284 followers.FindingsDemands‐abilities fit was positively related to transformational leadership, whereas person‐organization fit was negatively related. Transformational leadership was also related to leader effectiveness (rated by the leaders' own supervisors) and mediated the relationship between demands‐abilities fit and supervisor ratings of leader effectiveness.Research limitations/implicationsAlthough demands‐abilities fit was positively related to transformational leadership, these results should be interpreted with caution as it is not possible to infer causality from cross‐sectional research. Thus, longitudinal or experimental research is needed to replicate these findings.Practical implicationsWhether promoting from within or hiring externally, organizations should place more emphasis on demands‐abilities fit when trying to predict who will engage in transformational leadership behavior. In addition, leaders' own supervisors and followers appear to be in strong agreement on whether someone is an effective leader.Originality/valueTo the author's knowledge, this is the first study to examine the relationship between leader fit and transformational leadership.

PurposePrisons can utilize effective business process, operations management and continuous improvement techniques to provide an opportunity to support the rehabilitation of inmates. The purpose of this paper is to analyze the Iowa Prison Industries (IPI) work training program offered for incarcerated individuals under the supervision of the Iowa Department of Corrections (IDOC).Design/methodology/approachThe IPI developed an Operational Excellence (OpEx) apprenticeship program that has worked with approximately 800 incarcerated "associates" to help them acquire skills necessary to obtain gainful employment upon release. This includes skills and belt level assessment in Lean Six Sigma as well as 6S/5S events and training. These techniques have been deployed by 22 teams at seven locations across the state of Iowa (USA). These sites have established objectives and goals and provided significant security-related benefits in the correctional industries environment.FindingsFindings and success outcomes have been encouraging as those who completed the IPI apprenticeship program had lower recidivism, higher wages and more employability compared to the general prison population.Social implicationsThe rehabilitation of incarcerated individuals is critical to society. This novel and unique case study reviews one approach to providing work and life skills (such as esteem-building professional and personal skill sets) to support this process within the prison system.Originality/valueThis OpEx program has provided numerous benefits to both IPI and the incarcerated individuals. We feel that these findings could be beneficial to other correctional institutions and better prepare more inmates for a successful return to the workforce and to society.

Using the framework of role balance theory, the authors take a cross-national view of an employee's engagement in the work and nonwork domains of life. Employing the World Values Survey (WVS) with a sample of 21,270 married employees from 53 nations, we find cross-national variations in the relationship of employees' degree of work and nonwork domain engagements with their subjective health and satisfaction with life. To explore the impact of the national focus on motivation for economic productivity and innovation, we used a country's global competitiveness index (GCI), predicting that a nation's GCI would moderate the relationship of an employee's work and nonwork domain engagements with both subjective health and life satisfaction. Overall, the results suggest that work–nonwork balance leads to better subjective health and higher life satisfaction only for married employees living in nations high in GCI; for married employees living in countries low in GCI, higher subjective health and life satisfaction resulted for those more highly engaged in nonwork life domains. Theoretical and methodological contributions are discussed, along with implications for future research on national culture concerning work and its impact on employed persons.