Public service is an institution of administrative power, designed to ensure the implementation of the vector of state construction for the purpose of public welfare. Modern research raises the issue of reducing corruption, the development of socially oriented management, the search for new resources of public administration (Pyper & Burnham, 2011; Pedersen et al., 2017). Socio-cultural and psychological determinants of public service occupy a Central place in these processes, without knowledge of which it is impossible to implement a strategic approach to public administration as a whole.
The attention of researchers to the social and psychological well-being of employees from state executive bodies is explained by a number of reasons, which include the need to minimize the negative phenomena of psychological support for their professional activities in connection with the public significance and the public nature of carried out actions. As noted Derkach (2006) in work (Acmeological Development Strategy) the public opinion has been established that civil servants are a special category of people characterized by certain psychological characteristics of an individual, and the tasks that are set before them must be realized even before the level of professional training, because the ethical values that are of paramount importance for state and civil service and belong to the group of general civil principles (Derkach, 2006). The activities of state civil servants, in addition to the performance of duties established by the official regulations, imply the implementation of an official professional-psychological type, which, in its turn, is related with the peculiarities of an official mental state and mood. Besides, the satisfaction with professional activity depends on the ability of state civil servants to realize their professional and psychological potential in it, which in its turn affects his state and mood (Dukhnovsky, 2017). The I-concept, which is the part of the personality basis, ensures the integrity and the stability of its structure and provides social importance to professional attitudes in the development of a civil servant as a subject of professional activity (Noss, 2007). Thus, within the framework of a new model of the state civil service creation in Russia, a special role should be assigned to socio-cultural and psychological determinants.
The relevance of the issues and the specific conditions prevailing in Russia, to put before the authors of the article goal to expand scientific understanding of the assumptions, sociocultural, and psychological bases of forming of official conduct and professional culture within the teams of employees of government.
The review of the literature has been conducted according to the review process defined by Pittaway et al. (2007) and Centobelli et al. (2016) that are well-known in the field of strategic management.
In the works of Magbadelo (2016) the problems of civil service culture and ethics, the problems of human resources development, the lack of competent leadership are considered as the key constraints to the country socio-economic and political development.
The study of training, professional development and career of employees is presented in the works Matei & Matei (2014), Fragkou (2013), Pratama et al. (2015).
The image of a public servant is considered in the works Teodoro & An, 2018; Zamir & Sulitzeanu-Kenan, 2018; Karmys & Bastaubayeva, 2018.
Unfortunately, an objective image of a Russian civil servant today is associated with such negative postulates as corruption, the lack of competence, the lack of control over actions, the impunity for the violation of rights, permissiveness, increased criminalization, and a low efficiency in work. These negative aspects, the closeness to the whole society, the formation of a separate group of "officials'" lead to negative attitudes on the part of ordinary people (Ryabova, 2017).
Such organizational characteristics as bureaucratic red tape, hierarchical powers and the lack of specific organizational goals, which are often more present in the administrative sector, can have a negative impact on the motivation of the civil servants themselves and the satisfaction with their work (Bednarczuk, 2018). Bureaucratic values, the lack of interaction with the external environment, authoritarian management style, and rigid subordination are reflected in an employee personality, on his behavior. The employees, who evaluate themselves and their experience above their positions because of their personal characteristics and their specific character, try to find a new position or another type of activity that satisfies their life strategy independently, or they stop in terms of professional development (Frolova et al., 2017).
Public service motivation is considered in the works Irkhin, 2010; Christensen et al., 2017; Vigan & Giauque, 2018; Magomedov, 2014.
Public service motivation has a documented, positive effect on the job satisfaction in the public sector (Kjeldsen & Hansen, 2018). Empirical studies have a positive relationship between public service motivation and individual performance. But public service motivation is the relationship between behaviors (Loon, 2017).
The psychological climate of the organization and its impact on the activities of civil servants is considered in the works Mathies & Ngo, 2014; Jung et al., 2017.
Despite a significant body of research in the field of public service improvement, sociocultural and psychological determinants of employee behavior are still poorly understood. In the context of the study of the internal installations of public servants on compliance with the principle of serving the society out of the focus of the research, usually excluded the environmental conditions influencing the formation of social and psychological climate and service behavior of employees. In...