Background: Human resources are an important asset in an organization, and they can help one organization to develop. No matter to what extent an organization benefits from technology or other facilities, human resources are essential to run an organization’s proceedings. Reward is a key management strategy used to establish and develop a motivated and committed workforce and if employees find the received reward fair according to the distributive justice principles, their motivation and mental health will improve. Aim: This study aims at investigating the effect of received reward on staff’s mental health and motivation with emphasis on the moderating role of perceived distributive justice.
Methodology: Generally, applied research is used. The research is descriptive in nature, the approach is deductive, and the methodology is a survey. Also, the selection method was quantitative, and the data was collected by a field study using a questionnaire. The statistical population for this research included 310 judiciary staff of Bushehr Court of Justice. Based on Cochrane formula, 172 members were selected using random sampling. The analytical methods used in this study are descriptive and inferential statistics, and the inferential section has been done using structural equation modeling. Findings: Investigating the results indicated that reward has a positive and significant effect on staff’s mental health, reward has a positive and significant effect on staff’s motivation, and motivation has a positive and significant effect on staff’s mental health (95%). Also, staff’s motivation has a positive mediating role on the relationship between reward and motivation (95%). In addition, perceived distributive justice had a positive moderating role in the relationship between the received reward and staff’s motivation and did not have a positive moderating role in the relationship between received reward and staff’s motivation. Totally, out of the six theories, the first four o