“…Many theories of burnout have been associated with job roles characterized by role conflict, role ambiguity, role overload, workload, work pressure, feelings of frustration, and low morale (Bakker, Demerouti and Euwema, 2005;Lee and Ashforth, 1996;Savicki, Cooley and Gjesvold, 2003). Research also shows that stress and burnout are linked to a range of negative individual outcomes including depression, mental strain, psychosomatic complaints (e.g., heart circulation disturbances), health problems, and high risk or problematic patterns of alcohol consumption (Burke and Mikkelsen, 2006;Demerouti et al, 2002;Gana and Boblique, 2000;Stearns and Moore, 1993). Similarly, occupational and organi-zational characteristics such as the extent to which rewards and punishments are linked to performance, and the context of the job (e.g., nature of the employee-client relationship), appears to relate to higher levels of burnout (Lee and Ashforth, 1996;Whitehead, 1987).…”