Mobilité professionnelle des fonctionnaires à bankim (Adamaoua Cameroun) : logiques d’action et fractures sociales

Abstract

In the operating of civil servants, a career often means moving to a new place of work, or following a rhythm imposed by the civil service. Indeed, civil servants travel more frequently for professional reasons and/or with their families. They travel as part of their job, but also cover many kilometers to reach workplaces that are more or less distant from their homes. These migrations, sometimes involving substantial absences from the family home, clearly have consequences for family development and professional performance. Thus, this research on the "mobility of civil servants in Bankim (Adamaoua-Cameroon): logics of action and social fractures" starts from the observation that it is difficult for civil servants assigned to Bankim to obtain a transfer after a long period of assignment, despite multiple attempts to request a transfer. This difficulty in being transferred, leads us to ask the central question: how do mobility logics produce social fractures? The general hypothesis thus formulated indicates that the assignment/movement of civil servants in Bankim contributes to the production of social fractures through mobility management mechanisms. From a scientific angle, we have mobilized several theoretical orientations, including the theory elaborated by R.D. MCKENZIE, which demonstrates that the principles of attraction/repulsion presuppose that every environment is endowed with a positive and negative charge that attracts or repels individuals, the theory of strategic analysis proposed by Michel CROZIER and Erard FRIEDBER, which stipules tat by analyzing the functioning of organizations trout e behavior of their members, strategic analysis place the individual at the art of its concerns and the theory of motivation developed by IRVING L. Janis and Leon MANN, the first frame of reference to inspire studies on the decision-making process in the field of migration. To better conduct our study, we opted for a qualitative-quantitative approach. The quantitative survey was conducted using a questionnaire submitted to a quota sample of 102 civil servants from the Education, Health and Agriculture departments in the commune of Bankim. Qualitatively, semi-directive interviews were conducted with 32 interviewees, including ministry officials in charge of assignments in concentrated and decentralized services, and managers of decentralized public structures. In addition, the analysis of action logics shows that family decohabitation and the length of time civil servants spend at their post are at the root of the multiple family distortions and poor professional performance of civil servants in the Bankim commune.