Etude de l’impact des violences basées sur le genre sur la motivation professionnelle des femmes fonctionnaires

Abstract

This dissertation focuses on the impact of gender-based violence (GBV) on the professional motivation of female civil servants. In a context where gender inequalities persist within the public service, it is crucial to understand how physical, sexual, moral, and environmental violence experienced by female civil servants affects their professional motivation, satisfaction, and productivity. The study is based on Herzberg’s two-factor theory (1959) as well as the organizational tolerance theory developed by Hulin, Fitzgerald, and Drasgow (1996). Through a quantitative survey conducted with 119 female civil servants in the central, decentralized, and affiliated services of MINJEC, MINPROFF, MINSEP, MINFOPRA, and MINIMIDT, the findings reveal that GBV negatively impacts both intrinsic and extrinsic motivation. Drawing on statistical data, this work highlights the links between GBV and decreased morale, increased absenteeism, reduced productivity, and career challenges faced by women. This research emphasizes the crucial importance of combating GBV to ensure women's professional fulfillment and to improve the efficiency of the public service. It contributes to a better understanding of the issues and offers avenues for action for policymakers, human resource managers, and civil society organizations. The results underscore that managing GBV must be integrated into motivation strategies within public administrations. Awareness-raising, the implementation of zero-tolerance policies, and the strengthening of organizational culture are essential to improve women’s professional motivation. These recommendations include establishing prevention policies, staff training, improving reporting and victim support mechanisms, as well as promoting a culture of respect and equality. Ultimately, this thesis advocates for a comprehensive and integrated approach aimed at creating safe, respectful, and inclusive work environments for all women. In conclusion, this dissertation highlights the need to strengthen institutional mechanisms for prevention, support, and sanctioning of GBV in the public service, in order to guarantee equal opportunities and preserve the professional motivation of female civil servants. It also offers practical recommendations inspired by international best practices (UN Women, 2019 ; ILO, 2018).