[ Réalité et perceptions de l'absentéisme à L'Office National des Chemins de Fer au Maroc (ONCF) ]
Volume 13, Issue 1, September 2015, Pages 107–130
Said EL HOUR1, Mahjoub Aouane2, and Abdelaziz Chaouch3
1 Laboratoire de Biotechnologie, Environnement et Qualité (LABEC), Département chimie, UFR des génie des procédés, Faculté des Sciences, Université Ibn-Tofail, BP 133, Kenitra, 14000, Maroc
2 Département Biologie, Université Ibn Toufail, KENITRA, Morocco
3 Laboratoire d'Agro-physiologie, Biotechnologie, Environnement et Qualité, Département de Biologie, Faculté des Sciences, université Ibn Toufail, KENITRA B.P 14999, Morocco
Original language: French
Copyright © 2015 ISSR Journals. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
Absence from work is a social phenomenon; it is usually a reflection of underlying evil whose real sources, the root causes of this specific form of the rejection of work are many and varied.
The purpose of this article is to present some psychosocial indicators that drive the unauthorized absence in the "National Office of Railways" in Morocco and individual characteristics of agents likely to have such behavior.
In fact, the National Office of Railways is facing an irregular short-term absence, commits, in most cases by male enforcement agents, a slice of seniority from 10 to 25 years and practiced in the department "Central Management Activities". These agents are prone to this behavior.
66.14% of the answers given by the respondents "absentee" expressed the nature of the work they do is painful, when 51.14% only answers given by "Diligent" expressed this drudgery.
There is, too, that 50.00% of "absentee" said they have medical care because of the drudgery.
The exploitation of the results of this scientific article would allow officials of the company to raise and clarify some psychosocial meanings in order to find operational solutions to this phenomenon; particularly by exploiting the existence of Applied Psychology Centre (CPA) in this company, the Office must introduce a system of "return service" following an absence in non-regulatory framework or too frequent an agent. This interview is not intended to punish truants, but the goal is to help agents find solutions to their problems or even help reintegrate to reduce the risks. Approach cannot deal with this phenomenon without differentiating between cases, which makes it often ineffective or against-productive. Generally, to avoid ready-made solutions and comprehensive approaches, it does not eradicate a multifaceted problem with one weapon and in a single moment.
Finally, the results of this study provide several conclusions. By synthesizing, the National Office of Railways rather deal with unauthorized absence of short duration, usually less than three days, a male enforcement officer "in the first place is an agent of execution», a slice of seniority from 10 to 25 years working in the Central Management Activities.
Author Keywords: Absence from Work, Psychosocial Indicators, Unauthorized Absence, ", National Office of Railways", in Morocco, Behavior, Absentee, Diligent.
Volume 13, Issue 1, September 2015, Pages 107–130
Said EL HOUR1, Mahjoub Aouane2, and Abdelaziz Chaouch3
1 Laboratoire de Biotechnologie, Environnement et Qualité (LABEC), Département chimie, UFR des génie des procédés, Faculté des Sciences, Université Ibn-Tofail, BP 133, Kenitra, 14000, Maroc
2 Département Biologie, Université Ibn Toufail, KENITRA, Morocco
3 Laboratoire d'Agro-physiologie, Biotechnologie, Environnement et Qualité, Département de Biologie, Faculté des Sciences, université Ibn Toufail, KENITRA B.P 14999, Morocco
Original language: French
Copyright © 2015 ISSR Journals. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
Abstract
Absence from work is a social phenomenon; it is usually a reflection of underlying evil whose real sources, the root causes of this specific form of the rejection of work are many and varied.
The purpose of this article is to present some psychosocial indicators that drive the unauthorized absence in the "National Office of Railways" in Morocco and individual characteristics of agents likely to have such behavior.
In fact, the National Office of Railways is facing an irregular short-term absence, commits, in most cases by male enforcement agents, a slice of seniority from 10 to 25 years and practiced in the department "Central Management Activities". These agents are prone to this behavior.
66.14% of the answers given by the respondents "absentee" expressed the nature of the work they do is painful, when 51.14% only answers given by "Diligent" expressed this drudgery.
There is, too, that 50.00% of "absentee" said they have medical care because of the drudgery.
The exploitation of the results of this scientific article would allow officials of the company to raise and clarify some psychosocial meanings in order to find operational solutions to this phenomenon; particularly by exploiting the existence of Applied Psychology Centre (CPA) in this company, the Office must introduce a system of "return service" following an absence in non-regulatory framework or too frequent an agent. This interview is not intended to punish truants, but the goal is to help agents find solutions to their problems or even help reintegrate to reduce the risks. Approach cannot deal with this phenomenon without differentiating between cases, which makes it often ineffective or against-productive. Generally, to avoid ready-made solutions and comprehensive approaches, it does not eradicate a multifaceted problem with one weapon and in a single moment.
Finally, the results of this study provide several conclusions. By synthesizing, the National Office of Railways rather deal with unauthorized absence of short duration, usually less than three days, a male enforcement officer "in the first place is an agent of execution», a slice of seniority from 10 to 25 years working in the Central Management Activities.
Author Keywords: Absence from Work, Psychosocial Indicators, Unauthorized Absence, ", National Office of Railways", in Morocco, Behavior, Absentee, Diligent.
Abstract: (french)
L'absence au travail est un phénomène social, il est habituellement le reflet d'un mal sous-jacent dont les sources réelles, les causes profondes de cette forme spécifique de rejet du travail sont nombreuses et variées.
L'objectif de cet article est de présenter quelques indicateurs psychosociaux qui animent l'absence irrégulière au sein de l' « Office National des Chemins de Fer » au Maroc ainsi que des caractéristiques individuelles des agents susceptibles d'avoir de tel comportement.
En fait, l'Office National des Chemins de Fer est confronté à une absence irrégulière de courte durée, commet, dans la majorité des cas, par des agents d'exécutions de sexe masculin, d'une tranche d'ancienneté de 10 à 25 ans et qui exerçaient dans le département "Direction Centrale Activités". Ces agents sont prédisposés à ce comportement.
66,14 % des réponses données par les répondants "Absentéistes" ont exprimé que la nature du travail qu'ils exercent est pénible, au moment où 51,14 % seulement des réponses données par les "Assidus" ont exprimé cette pénibilité.
On constate, aussi, que 50,00 % des "Absentéistes" ont déclaré qu'ils ont un suivi médical à cause de la pénibilité du travail.
L'exploitation des résultats de cet article permettrait aux responsables de cette entreprise de soulever et d'éclaircir quelques significations psychosociales afin de trouver des solutions opérationnelles pour ce phénomène ; particulièrement, en exploitant l'existence d'un Centre de Psychologie Appliquée (CPA) dans cette entreprise, l'office doit ainsi instaurer un système "d'entretien de retour" à la suite d'une absence dans un cadre non réglementaire ou trop fréquente d'un agent. Cet entretien n'a pas pour but de sanctionner les absentéistes, mais l'objectif est d'aider les agents à trouver des solutions à leurs problèmes voire même à l'aider à se réintégrer afin de diminuer les risques. Approche permet de ne pas traiter ce phénomène sans faire de différenciation entre les cas, ce qui le rend bien souvent inefficace, voire contre-productif. Généralement, pour éviter les solutions toutes faites et des approches globales, on n'éradique pas un problème multiforme avec une seule arme et en un seul instant.
Finalement, les résultats de cette étude apportaient plusieurs conclusions. En synthétisant, l'ONCF a plutôt affaire à une absence irrégulière de courte durée, généralement de moins de trois jours, d'un agent d'exécution de sexe masculin "en premier lieu c'est un agent d'exécution", d'une tranche d'ancienneté de 10 à 25 ans et qui travaille dans la Direction Centrale Activités.
Author Keywords: Absence au Travail, Indicateurs Psychosociaux, Absence Irrégulière, Office National des Chemins de Fer au Maroc, Comportement, Absentéistes, Assidus.
How to Cite this Article
Said EL HOUR, Mahjoub Aouane, and Abdelaziz Chaouch, “Reality and perceptions of absenteeism in Moroccan Railways National Office (ONCF),” International Journal of Innovation and Applied Studies, vol. 13, no. 1, pp. 107–130, September 2015.
