Evidence suggests that the etiology of<unk>  is multifactorial, with personality factors playing an important, long-overlooked role. Cognitive dispositional factors implicated in depression have also been found to be implicated in<unk> . One cause of<unk>  includes stressors that a person is unable to cope with fully.<unk>  is thought to occur when a mismatch is present between the nature of the job and the job the person is actually doing. A common indication of this mismatch is work overload, which sometimes involves a worker who survives a round of layoffs, but after the layoffs the worker finds that he or she is doing too much with too few resources. Overload may occur in the context of downsizing, which often does not narrow an organization's goals, but requires fewer employees to meet those goals. The research on downsizing, however, indicates that downsizing has more destructive effects on the health of the workers who survive the layoffs than mere<unk> ; these health effects include increased levels of sickness and greater risk of mortality. The job demands-resources model has implications for<unk> , as measured by the Oldenburg<unk>  Inventory (OLBI). Physical and psychological job demands were concurrently associated with the exhaustion, as measured by the OLBI. Lack of job resources was associated with the disengagement component of the OLBI. Maslach, Schaufeli and Leiter identified six risk factors for<unk> : mismatch in workload, mismatch in control, lack of appropriate awards, loss of a sense of positive connection with others in the workplace, perceived lack of fairness, and conflict between values. Although job stress has long been viewed as the main determinant of<unk> , recent meta-analytic findings indicate that job stress is a weak predictor of<unk> . These findings question one of the most central assumptions of<unk>  research.
Occupational burnout
Idiopathic chronic fatigue
Social stress
Psychological resilience
Addiction vulnerability
Social isolation
Stress 
Computer addiction