It is well documented that job burnout is affected by personal factors such as perceptions of job stress, coping style, etc., and characteristics of the organization（Maslach,Schaufeli,& Leiter,2001）. Characteristics of the organization are more powerful than personal factors in predicting job burnout because job burnout is directly caused by the job situation（Maslach,Schaufeli,& Leiter,2001）. In China, many studies have investigated job burnout in the group of company clerks, teachers, and nurses. Generally, the theory of job burnout is replicated in China. However, the topic was not sufficiently understood in the group of college mentors. Mentors are those college teachers who administrate student affairs, and teach class as well. Mentors’ working environment are some different from common college teachers because they not only deal with students affairs but also conduct political education. This special characteristic of the mentor job would bring some unique contextual factors influencing job burnout. Two factors should be considered in predicting mentor job burnout. One is mentors’ attitude toward their job characteristic, the other is the mentors’ role stress. To further extend job burnout model in the group of college mentors, this study firstly developed Inventory of Characteristics of Mentor Job based on results of deep interview with mentors. The role stress and social support were included in the current study to capture the effect of ‘several working roles’ of the college mentor job. Furthermore, hope as a positive personal factor was included in the model in order to observe effect of personal factors(Sherwin，1991). Questionnaire was administrated in post-vocational education class for college mentors, and 342 mentors participated in the study. Factor analysis and pathway analysis were performed to analyze the data. The results showed that:(a) Inventory of Characteristics of Mentor Job (ICMJ) has four factors which are perception of job value, perception of job worthlessness, negative aspects of the job and positive aspects of the job (Principle components, Varimax rotation). The four factors could explain 61.13% of the total variance; (b)The perception of job value and hope could negatively predict while role stress could positively predict the variance of job burnout significantly; (c) role stress completely mediated the effects of social support, negative aspects of the job, perception of job worthless on job burnou