This paper attempts to show that the behavior of civil servants at work can liberate civil service in the African context. We mobilized theory Y and intrinsic motivation theory to explain this relationship. We adopted an exploratory and then confirmatory quantitative methodology following a hypothetico-deductive logic. A questionnaire was administered to 252 civil servants at their workplaces. Structural equation modeling was used to process the primary data to extract the behaviours of civil servants at work that explain Civil service freed. The results indicate that three types of behaviors of civil servants at work explain Civil service freed. Paradoxical obligatory behaviors that should normally recruit civil servants, obligatory behaviors, and individual voluntary behaviours. Paradoxical obligatory behaviors are composed of the execution of assigned tasks, hierarchical obedience or compliance with orders, dignity or no harm to the reputation of one's administration, self-denial or dedication to one's duties, professional secrecy or professional discretion, the duty to inform or the principle of free access to administrative documents. Obligatory behaviors are composed of probity or the principle of integrity or being disinterested in work, impartiality or neutrality or equal treatment or respect for the principle of secularism, and prevention of conflict-of-interest situations. Individual voluntary behaviors that first free civil servants, taking initiative, autonomy, responsibility, involvement, and empathy. These behaviors ultimately liberate the Civil service.