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"For as long as mankind has existed, people have worked. Needless to say the nature of work has changed tremendously: our distant ancestors were mostly hunters and collectors, but nowadays people work with data, 'goods' or other people, or provide services. What has not changed is that we still spend a substantial part of our lives working. It is therefore not surprising that some people's work is about understanding the nature and conditions of the work of others in an attempt to explain, predict and improve it. These are work psychologists, teachers, trainers and practitioners in work psychology, as well as those who study the phenomenon of work and worker behavior: the researchers"--

An abundance of research shows the benefits of participation in volunteer work for individuals, employers and the society as a whole. However, relatively little is known about the precursors of volunteer work. In this study, we aim to fill this gap by investigating to what extent work-related well-being can function as a driver of volunteer work. Moreover, building on the Conservations of Resources Theory (Hobfoll,), we propose that the relationship between work-related well-being (burnout and engagement) and volunteer work is mediated by the work–home interface (work–home enrichment and work–home conflict). This hypothesis was tested in a large Swiss sample (N = 1947). Consistent with our expectations, structural equation analyses revealed an indirect relationship between (i) work engagement and volunteer work via work–home enrichment and (ii) between burnout and volunteer work via work–home conflict. In conclusion, it seems that well-being at work indeed functions as a precursor for volunteer work because of the consequences it has for the work–family interface.

Purpose
– Previous research has demonstrated strong relations between work characteristics (e.g. job demands and job resources) and work outcomes such as work performance and work engagement. So far, little attention has been given to the role of authenticity (i.e. employees' ability to experience their true selves) in these relations. The purpose of this paper is to explore the relationship of state authenticity at work with job demands and resources on the one hand and work engagement, job satisfaction, and subjective performance on the other hand.


Design/methodology/approach
– In total, 680 Dutch bank employees participated to the study. Structural equation modelling was used to test the goodness-of-fit of the hypothesized model. Bootstrapping (Preacher and Hayes, 2008) was used to examine the meditative effect of state authenticity.


Findings
– Results showed that job resources were positively associated with authenticity and, in turn, that authenticity was positively related to work engagement, job satisfaction, and performance. Moreover, state authenticity partially mediated the relationship between job resources and three occupational outcomes.


Research limitations/implications
– Main limitations to this study were the application of self-report questionnaires, utilization of cross-sectional design, and participation of a homogeneous sample. However, significant relationship between workplace characteristics, occupational outcomes, and state authenticity enhances our current understanding of the JD-R Model.


Practical implications
– Managers might consider enhancing state authenticity of employees by investing in job resources, since high levels of authenticity was found to be strongly linked to positive occupational outcomes.


Originality/value
– This study is among the first to examine the role of authenticity at workplace and highlights the importance of state authenticity for work-related outcomes.