CHAPTER ONE

Introduction

In this study the researcher was discussed the following aspects about fair treatment and employee

job satisfaction which were: Background of the study, Problem statement, Purpose of the study,

Research objectives, Research questions, Scope, Significance, Operational definitions and

Conceptual framework.

1.1 Background of study

In globally, Employees are the backbone of an organization. Hence, the retention of the employees

is important in keeping the organization on track. In order to retain the best talents, strategies aimed

at satisfying employees needs are implemented, regardless of global companies or small-sized

firms. HR managers must pay attention to the psychological indicator of employees and do their

best to improve employee satisfaction. Thereby retaining and motivating the core employees of

the organization (Dugguh & Dennis, 2014).

In Africa, (Kotler & Kallen, 2007)describe highly satisfied employees are behaving

positively .performance of employees in any organization is very important, not only for the

growth of the organization, but also for the growth of individual employees (Meyer & Peng,

2006). However, according to (Hamberg & Stock, 2007) even though fair treatment and job

satisfaction are significant business outcome and have been widely studied, the relationship

between the two variables been studied at the fair treatment and job satisfaction level of the firms,

with limited studies of two variables within business to business context.

In Somalia, (Ali, Sidow, & Guleid, 2013) Leadership styles and employee job satisfaction,

empirical evidence from Mogadishu universities. The purpose of this study was to examine the
relationship between leadership styles and job satisfaction among instructors working in three

selected universities in Mogadishu-Somalia. A list of 60 instructors working in three universities

in Mogadishu was obtained to participate in this study. they did not attempt to about Unfair

treatment, Therefore This research study seeks to investigate the factors that may influence fair

treatment and how these factors affect Job satisfaction of Nation-Link.

The dependent variable of this study is Employee job satisfaction. (Robbins, 2003) defines Job

satisfaction as means what are the feelings of different employees about the different dimensions

of their jobs. Job satisfaction may be the general behavior emerged due to different happenings at

the work place; it may be supervisors’ behavior, relationship with peers or the work environment

(Janet, 1987). In This Study Employee Satisfaction will be measured in terms of productivity and

confidence.

The independent variable of this study is fair treatment the quality of treating people equally or in

a way that is right or reasonable (Cambridge Dectionary, 2019)in this study fair treatment will be

measured in terms of pay and working conditions.

This study to knowledge of the researchers there was no any fair treatment and employee job

satisfaction which related assessment carried on Somalia specially Mogadishu the capital city

where many of the Somali companies may be based. The research was limited to only Nation-link

telecommunication. this study shows low fair treatment of Nation-link telecom Somalia (Sharmake

accounting department, 2015)similar studies conducted in different countries may fail to generate

similar results because of geographical differences, culture and other social factor.
1.2 Problem Statement

Fairness treatment is often of central interest to organizations because the implications of

perceptions of injustice can impact job attitudes and satisfaction at work. Justice in organizations

can include issues related to perceptions of fair pay, equal opportunities for promotion, and

personnel selection procedures. As part of the experiment, experienced HR managers were able to

successfully anticipate the consequences of unfair employer behavior (Matthias Heinz, 2009). if

workers believe that their employer is acting unfairly towards them, this can greatly reduce their

satisfaction at work (Matthias Sutter, 2010). fair treatment refers to the idea that an action or

decision is morally right, which may be defined according to ethics, religion, fairness, equity, or

law. People are naturally attentive to the justice of events and situations in their everyday lives,

across a variety of contexts (Tabibnia, Satpute, & Lieberman, 2008).

Unluckily, employees of Nation-link no previously sense of fair treatment employees don't percept

good for doing jobs. The current level of job satisfaction at Nation-link telecom is pretty low and

unfair, (Ahmed Department of finance, 2019) because employees themselves do not believe in

them and will therefore not doing work optimally to meet its goals.

With these challenges Nation-link facing employee to leave the work, labor demonstration, feel

boring, low commitment of employees and low customer service

For that reason, this research study seeks to investigate the factors that may influence fair treatment

and factors that affect employee satisfaction.

1.3 Purpose of the study

The purpose of this study is to investigate the relationship between fair treatment and employee

job satisfaction and of Nation-link telecom employees in Mogadishu Somalia.

1.4 Specific Objectives

1. To point out the relationship between pay and employee job satisfaction of Nation-link

telecom employees in Mogadishu Somalia.

2. To consider the relationship between working condition and employee job satisfaction of

Nation-link telecom employees in Mogadishu Somalia

1.5 Research Questions

1. What relationship does pay with employee job satisfaction of Nation-link Telecom employees

in Mogadishu Somalia?

2. What relationship does working condition with employee job satisfaction of Nation-link

Telecom employees in Mogadishu Somalia?

1.6 Scope and limitations of the study

This study focuses on telecommunication industries of Somalia specially Nation-link telecom main

office Mogadishu Somalia. The study will be limited to pay and working conditions and their

relationship with job satisfaction among employees of Nation-link telecom in Mogadishu Somalia,

and the study will be carried out from October 2019 to February 2020.

1.7 Significance of the study

This study will helpful to the telecommunications industry as whole the finding and results of the

study will provide more reliable in-depth understanding of the factors that affect fair treatment and

to help shape the future policy formulation of the industry, thus facilitating immensely the

achievements of the objectives of the Somali government in enhancing the reliability and

efficiency of the provision of telecommunication service; data provide will assist in monitoring to
organization achievement towards millennium goals as well as vision 2030 objectives. To the

management of Nation-link telecom Somalia the findings are expected to provide answers to the

fundamental questions why employee stay and what would cause them to leave and to help the

company formulate appropriate retention policy and strategies to enhance fair treatment and

employee job satisfaction. To researches the result of the study will serve as literature to throw

more light on the factors that may affect fair treatment. The outcome will further serve as

secondary data for future research on the topic.

1.8 Operational definition of key terms

Fair treatment

fair treatment refers to the idea that an action or decision is morally right, which may be defined

according to ethics, religion, fairness, equity, or law. People are naturally attentive to the justice

of events and situations in their everyday lives, across a variety of contexts (Tabibnia, Satpute, &

Lieberman, 2008). fair treatment the quality of treating people equally or in a way that

is right or reasonable (Cambridge Dictionary, 2019). (Organ, 1990)has suggested that perceptions

of fairness may be related to the Employee job satisfaction because such perceptions are

instrumental in developing the levels of faith and trust needed for employees to provide the

beneficial, yet discretionary, behaviors that define citizenship.

Employee job satisfaction

Job satisfaction can be defined as psychological state of how an individual feel towards work, in

other words, it is people’s feelings and attitudes about variety of intrinsic and extrinsic elements

towards jobs and the organizations, they perform their jobs in. The elements of job satisfaction

are related to pay, promotion, benefits, work nature, supervision, and relationship with

colleagues (Mosadeghard, 2003). Employees‟ satisfaction is considered as all-around module of

 an organization’s human resource strategies. According to (Simatwa, 2011) Job satisfaction

means a function which is positively related to the degree to which one’s personal needs are

fulfilled in the job situation. Job satisfaction means pleasurable emotional state of feeling that

results from performance of work (Simatwa, 2011)

pay/salary: Refers to the amount of pay (the fixed salary or wage) that constitutes the rate for the

job (Habiba Yeshaw, 2017).

Working condition: Includes working hours, relationship with coworkers, and quantity of work

and availability of resources (Habiba Yeshaw, 2017).

1.9 conceptual framework

Fair Treatment Employee job satisfaction

Working
Pay
conditions

 Productivity
 Confidence

 Availability
 Salary of resource
 reward  Quantity of
work

Source: (Habiba Yeshaw, 2017)