Job burnout, characterized by emotional exhaustion, depersonalization, and low personal accomplishment, is not a new phenomenon; however, in the modern day workforce it is reported more than ever before. The increase in job burnout has been attributed to corporate downsizing, restructuring, increase in working hours and a lack of available resources. Job burnout can lead to negative outcomes such as headaches, gastro-intestinal upset, or increase in absenteeism, and frequent job or position changes. Although the outcomes of job burnout have been well documented, the specific factors that lead to job burnout are not as clear. The purpose of this study was to explore individual (gender, age, personality), and situational (organizational support, job autonomy, social support) characteristics that contribute to job burnout. The study was conducted at a local non-profit organization. Because employees in the social service sector work more hours with fewer resources and have a high level of client contact it was expected that they would experience high levels of burnout. However, in this particular organization that was not the case. Low levels of job burnout were reported by employees, and there were no significant differences between those with high and low client contact positions. Although job burnout was lower than expected, several situational variables were correlated with one type of job burnout - emotional exhaustion. Employees who reported higher levels of social support and job autonomy reported lower levels of job burnout. In addition, older employees and those who were more conscientious reported higher levels of personal accomplishment. Although not all hypotheses were supported, interesting results were obtained.