Mobbing can be defined a degenerative process, characterized by systematic hostile behaviours acted out for a meaningful time in the work place, by one or more workers against one or more colleagues, finalized to marginalization or expulsion of victims from their own workplace (Leymann, 1996; 2003; Liefooghe, Mackenzie Davey, 2001; Mikkelsen, Einarsen, 2001). The research proposes the confirmation of the structure (by factor analysis) of an organizational climate questionnaire (Payne, Pugh, 1976; Ekvall, 1983; Quaglino, Cortese, Ronco, 1995; D’Amato, Majer, 2005) about these following dimensions: Work stress, Conflict, Power, Leadership, Command, Equity/justice, Belongings, Team cohesion, Hope/confidence, Credibility, Communication quality, Socialization at work, Physical aspects of the workplace (Nonnis, 2007); in a sample of 477 workers of the public administration of Cagliari (Sardinia, Italy). Results confirm the structure of the questionnaire, that could be employed for the prevention of harassing behaviours and mobbing.