Employees' organizational trust level and motivation level (Fatih Sultan Mehmet Fiundation University example)

Universities can be expressed as engine of social development. The more profound the academic improvement is, the more accelerated the society's improvement will be. When viewed from this aspect, motivation level of the staff, works at universities that dominate the society and organizational trust level, having possibility to effect on it, has been deemed suitable to research. Population of this survey consists of 250 personnel who work in 2015-2016 academic year at Fatih Sultan Mehmet Foundation University. Participants, contributed to survey answering the scales voluntarily and sampling staff number of this research is 197. By applying this research, it is intended to identify whether employees' motivational level and organizational trust level show significant chance statistically depending on gender, seniority in institution, age and assignment. Data collecting tool, installed to collect data from employees in accordance with research objectives consists of three parts. Employee Personal Information Form generated by researcher with intension of collecting data about employees' demographic features includes 4 questions. Motivation Scale, prepared by Gündüz (2009) includes 18 questions and the scale is unidimensional. Scale's reliability coefficient is 0,97. 6 point likert type Organizational Trust Scale, adapted by Kamer (2001) to Turkish, is used to identify employees' organizational trust level. Total number of scale consists of 40 questions that composed of sensibility sub-dimension 15, trusting on administrator sub- dimension 12, being open to innovative sub-dimension 9 and communication medium sub-dimension 4. In order to identify whether sample group employees' scores, obtained from Motivation Scale and Organizational Trust Scale and their sub- dimensions show significant chances based on employees' gender and seniority in institution Independent Group T Test; to determine whether they become different according to employees' age and their assignments Kruskal Wallis-H Test; and to find out whether there is significant change between groups Mann Whitney-U Test have been implemented. In consequence of this research, it is obviously seen that employees' motivation level is at " Satisfied" ( =3,58); organizational trust level is at " Rather Agree" ( =3,58) level ; sensibility perception about employees is at "Few Agree" ( =3,35) level; trusting on administrator level is at " Rather Agree" ( =3,82) level; being open to innovation perception is at "Few Agree" ( =3,48) level; communication media perception is at "Rather Agree" ( =3,57) level and employees' motivation level doesn't become different depending on gender. Employees' motivation level doesn't show difference according to their age and assignments. Employees' communication media perception chances according to age; Organizational Trust Level, Sensibility to Employee Perception, Trust on Administrator, Being open to Innovation Perception and Communication Media Perception become different depending on assignment. Positive meaningful relations have been estimated between Employee Motivation Level and Organizational Trust Level and their sub- dimensions. As employees' organizational trust level rises, their motivation level also rises. Keywords: employee, university, motivation, organization, trust.