Examining the relationship between nepotism and organizational trust according to the perceptions of faculty members

This research aims to determine the nepotism and organizational trust perceptions ofthe lecturers (Professor, Associate Professor, and Doctoral Lecturer). Relational survey method was used for his research. The population of the research consists of 980 lecturers working at Fırat University in the years 2020-2021. The sample of the study was determined by the simple random sampling method, and the research was carried out by analyzing the data obtained from 280 lecturers working in different units. The Nepotism scale, which was developed by McLaughin, Ford (1985), and Abdalla, Maghrabi and Raggad (1998) for human resources managers and adapted into Turkish by Avcı and Asunakutlu (2009), was used to measure the nepotism perceptions of lecturersworking at Fırat University. In order to measure the organizational trust perceptions of lecturers, the Organizational Trust Scale, which was used by Özmen (2016) in his thesis, was used according to the results of the study conducted by Büte (2011). The data were collected by combining the personal information form prepared by the researcher. Data collection tools have been transferred to the virtual environment via the e-mail system of Fırat University due to the pandemic conditions. It is aimed to collect data online by sending the data collection tool transferred to the virtual environment to the lecturers working in all units of the university.However, the scales were collected face-to-face because sufficient data could not be reached in this way. The data obtained from the study were subjected to reliability, percentage, frequencies, ttest, One-Way Analysis of Variance (ANOVA), Pearson Correlation analysis and Multiple Regression Analysis. According to the results of the analysis, it can be seen that there is a high level, negative and significant relationship between the organizational trust scale and the nepotism scale. Accordingly, it has been determined that as organizational trust increases, nepotism decreases. Considering the coefficient of determination (r2=0.56), it can be said that 56% of the total variance (variability) of the increase in organizational trust is due to nepotism. Consequently, nepotism and its sub-dimensions are significant predictors of organizational trust.