Introduction The study on the impact of interpersonal environment on burnout and organizational commitment is of particular importance to managers and human resources professionals and scholars in the service industry because by nature services have to be delivered through people. To effectively deliver services, service workers must have several characteristics such as high level of empathy, willingness to listen, be accommodative to clients and be aware of their role in solving clients’ problems. The irony of service industries such as healthcare, communication, finance and banking, utilities, security and emergency services is that most workers display negative attitudes, apathy and unwillingness to assist the people who so much need their help. This research study helps managers understand why workers exhibit such negative behavior, what causes them, how they progresses and the consequences of this problem in the organization. The major aim of this study is to prescribe what actions are to be taken to avoid such behaviors from occurring in the first place. Conceptualization The major issue that comes out in this research is whether the nature of interpersonal relationships at work place among employees does indeed contribute to burnout and whether in turn that level of burnout does affect the level of organization commitment. These concepts have been clearly identified and explained by the authors in this study who have also greatly collaborated their theories by use of other literature review written on the subject such as Maslach & Jackson 1984b, Burke, Shearer & Deszca,1984 and Golembiewski & Scicchitano, 1983 among others. The nature of interpersonal relationships is the main determinant of whether a worker will experience burnout. The interpersonal relationships contribute to the progression of burnout which is described by the authors to occur in three stages; emotional exhaustion, depersonalization and finally the final stage where the worker experiences a diminished sense of personal achievement. The authors have explained that when burnout occurs the employee is likely to withdraw from work and identify less with the organization and its objectives. According to the authors, interpersonal relationships between employees are greatly determined by the factor of communication and are seen to occur at two levels between fellow co-workers and between co-workers and their supervisors. The nature of the communication can either be positive, such as instrumentation, support, empathy, guidance or commendation by a supervisor or by a co-worker. It can also be negative such as a reprimand by a senior personnel or disagreement over work with fellow co-workers. Burnout is explained to occur in three stages progressively; the first stage is emotional exhaustion where a worker feels emotionally extended and drained by their contact with other people. The second stage of burnout was identified as depersonalization where there is feeling of apathy and callousness toward contact with people especially those who need the worker most. Diminished sense of personal accomplishment was identified as the last stage and this is where the effects of the burn out can be recognized by observing the work ou