Based on a comprehensive review of the literature, Maslach et al. (2001) proposed six factors that contribute to burnout:
Workload: when you perceive that your workload is disproportionately large, you are assigned to do tasks that exceed your skills or training, or you do work that does not capitalize on your strengths.
Control: when you have high responsibility but low decision-making authority in terms of the resources you can access, or the manner in which you are allowed to do your work. You have to deliver but you cannot choose what you think the best way to do so is.
Reward: when you do not get rewarded or acknowledged for your work. The deficient rewards, in this case, could be tangible (e.g., salary, overtime pay, vacation days) or intangible (recognition for work well done, appreciation for going the extra mile, opportunities for growth).
Community: when you work with people who do not share the same values as you, and on whom you cannot rely for support or assistance with work-related issues. When there is frequent conflict among coworkers, it often remains unresolved.
Fairness: when you notice that your work environment lacks equity in terms of workload or pay, or that it appears to mishandle promotions or evaluations. The unfairness could extend to disputes and grievances, in which case the procedures or the culture does not allow both parties to have a voice.
Values: you may perceive that your own values are inconsistent with the organizational values, or you may perceive the organizational values as conflicting (what we tell people we do and how we do it are a mismatch). You may also feel pressure to engage in actions that seem unethical or contrary to your values.