Despite a number of studies in the field of job satisfaction, there are still some problematic areas left. A question, which still lacks explanation, is whether specific sample may be evaluated using instruments which were primarily developed based on a different type of a sample than the one under research. With regard to the problematic area, we generated the purpose for our research.The purpose of the present study is to examine Job Satisfaction Survey's (JSS) relevance for estimation of job satisfaction in teacher population.Results of the standard Confirmatory Factor Analysis of the teachers' sample did not support the existence of 9 facets, suggesting that some of the JSS's scales do not reflect teachers' job satisfaction. The best model in the present study was determined to be a three facet model, including promotion, supervision and nature of work. The obtained research results, limitations and recommendations are discussed.

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Summary. The aim of this study was to assess the relationship among colleagues ' harassment, emotional exhaustion, and Björkqvist and Österman (1992) , the Emotional Exhaustion Scale (the MBI-ES) by Maslach et al. (1996), and a questionnaire of demographic information.Results

The phenomenon of workplace bullying is complex, as the various theoretical interpretations of its underlying factors reflect. The field, however, is lacking a holistic view of the antecedents of the phenomenon. Individual Psychology is a useful theory for explaining the underlying factors of workplace bullying because it provides insights related to dysfunctional behavior, principles for successful implementation of the work task, the impact of the social context, and viewing of the individual from a holistic perspective. This article explains the underlying factors of workplace bullying based on the Individual Psychology principles of family of origin, belonging, inferiority and superiority dynamics, social interest, lifestyle, and social context of an organization.

Straipsnyje atskleidžiamos individualių ir organizacinių veiksnių sąsajos su patyčiomis darbe ir įvertinama veiksnių svarba, aiškinant patyčių darbe reiškinį Lietuvos darbuotojų grupėje. Rezultatai atskleidžia didesnę organizacinių veiksnių svarbą ir iš dalies patvirtina H. Leymann (1996) darbo aplinkos hipotezę. Raktiniai žodžiai: patyčios darbe, vadovavimas, darbo charakteristikos, organizaciniai veiksniai, individualūs veiksniai.The present study reveals the relationships between individual and organizational factors and workplace bullying as well as indentifies the importance of the factors in explaining workplace bullying in Lithuanian group of employees. The results demonstrate higher importance of organizational factors and partially support the work environment hypothesis raised by H. Leymann (1996).