Many factors, some related to the work environment and some related to the individual, influence an employee's commitment to the organization and satisfaction with his or her job (Harter, 2008; Moore, 2000a). Management studies have shown that job stress is a critical factor in an employee’s overall commitment, job satisfaction, and decision to leave their job (Sethi, Barrier, & King, 1999). Burnout—an advanced form of job stress—is a metaphor for the draining of energy and refers to the smothering of a fire or the extinguishing of a candle (Schaufeli, Leiter, & Maslach, 2009). Burnout has been recognized as an occupational hazard for various professions, including human services, education, health care and the public sector and is important to researchers because of its association with critical psychological and behavioral outcomes, such as employee well-being, productivity, withdrawal, and turnover (Maslach & Goldberg, 1998; Maslach, Schaufeli, & Leiter, 2001). Burnout may even hamper an employee’s capacity to provide intense contributions that make an impact at work (Schaufeli, Bakker, & Van Rhenen, 2009). Furthermore, research has linked job burnout to ailments including depression, physiological problems and family difficulties (Cropanzano, Rupp, & Byrne, 2003).