In the present study, we combined components of the theory of planned behavior and the functional approach to predict the social sector volunteering intention of nonvolunteers (N = 513). Moreover, we added a new other-oriented "social justice function" to the Volunteer Functions Inventory of Clary and colleagues (1998), which contains mainly self-oriented functions. We distinguished the social justice function from the other five measured volunteer functions in confirmatory factor analysis, and showed its incremental validity in predicting intention to volunteer beyond established constructs such as self-efficacy, subjective norm, and the five volunteer functions. This study suggests that emphasizing potential social justice improvements by means of volunteering may attract new volunteers.

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Community involvement is usually attributed to opportunity structures and individuals' ability to be involved. Building on psychological justice research, this paper proposes that justice dispositions add to explaining why young citizens become active in their communities or not. Furthermore, it is argued that justice dispositions help to understand why most studies find only moderate relationships between youth volunteering and forms of political involvement. In a sample of 321 young Swiss volunteers, this study shows justice centrality and belief in a just world to predict the extent of volunteering and political participation, even after controlling for civic skills and opportunity structures. However, scrutinising the motivations to volunteer, self-oriented motivations (enhancement, social, career and understanding) more strongly affected the level of volunteering than motivations related to justice dispositions (political responsibility and social responsibility). These findings have implications for the attraction and retention of volunteers as well as for the politics of volunteering and community development in general.

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Organizational justice, subsuming the dimensions of distributive, procedural, and interactional justice, depicts a multi-facetted mega-construct, bearing the potential of becoming a key variable on different levels of organizational research. On a theoretical level, issues of justice should be regarded as prescriptive norms, which might but do not necessarily cover self-interest. Instead, justice models seem to have the strongest theoretical impact and predictive power with regard to behavior when they assume that struggling for justice and restoring perceived injustice is a single and independent human motive. As will be shown below on an empirical level, members of organizations make differentiated justice judgments on decisions in the workplace. These judgments are powerful predictors of workrelated outcomes. Along with trust in supervisor and traditional variables, such as scope of action and level of payment, justice judgments are able to explain considerable amounts of the variance of these criteria. With regard to the practical level, a realization of organizational justice might remain utopian, but it offers criteria to weigh and judge organizational decisions and to mediate social conflicts so that it can become an effective maxim for aligning behavioral decisions within organizations.