Provide Job Satisfaction Research Articles

The Impact of Job Stress on Job Satisfaction among Nurses during Covid-19 Pandemic: The Moderating Role of Psychological Capital

The COVID-19 disease is a calamity that may leave a dreadful psychological indentation on nurses. Nurses take all the necessary measures to protect themselves physically and psychologically. This global pandemic demands a firmly secured nursing staff engagement in clinical management in pursuance of public safety. In the interest of sustaining psychological and physical well-being, nurses should be entitled to fair compensation, access to counseling for mental health care support, and provide job satisfaction, empowering these professionals to survive this crisis and beyond. This study is proposed to provide baseline information on the impact of job stress on Al Dhafra hospitals nurses' job satisfaction during the covid-19 pandemic and the effect of psychological capital as a moderator. Furthermore, the study will open a new aspect for further research to improve and reduce its adverse effects. In addition, it can be used as a reference to create, improve, or modify guidelines and existing protocols, and it can also serve as a reasonable contribution study for further nursing management in future crises. The study employed a quantitative correlation research design, and an online survey was conducted and participated in by 255 nurses who are in direct contact with COVID-19 patients in Al Dhafra hospitals in UAE. The present study's findings indicate a negative relationship between job stress and job satisfaction; on the other hand, The findings also revealed a positive moderating effect of psychological capital on the relationship between job stress and satisfaction. The current study has important implications for hospitals in developing managerial, training, and strategic policies. According to the findings of this study, job stress has a significant impact on nursing satisfaction. In light of this study, hospitals can improve their job satisfaction. Furthermore, this study can be applied to other cultural and demographic contexts to reduce employee stress.

Job Satisfaction’s Impact on Employee Performance: The Mediating Role of Employee Engagement

This study aims to examine the impact of job satisfaction (JS) on employee performance (EP) and examine the role of employee engagement (EE) in their relationship. This study was undertaken based on settled theories of job satisfaction (JS), employee performance (EP), and employee engagement (EE). It maintains that the employee's perceived JS can boost EP and that EE serves as a mediator in this relationship. Using a deductive approach and a quantitative research design, the study investigated the correlation between JS and EP in PKU Muhammadiyah Yogyakarta Hospital. Data from 131 respondents were analyzed utilizing AMOS with the help of SEM software. The data analysis uncovered that employee job satisfaction (JS) positively impacted performance (EP) in PKU Muhammadiyah Yogyakarta Hospital. In addition, employee engagement (EE) acted as a mediator between JS and EP. Job satisfaction felt by employees and creating employee engagement could boost EP in PKU Muhammadiyah Yogyakarta Hospital. The study highlights that providing job satisfaction to employees has broad benefits, including greater employee engagement, enhanced employee work, and a positive contribution to the development of PKU Muhammadiyah Yogyakarta Hospital. Practically, this research highlights the importance of creating employee job satisfaction. Employee satisfaction is something that organizations must pay attention to because it affects employee engagement and employee performance. Employees will be more active in carrying out their assigned tasks if they feel satisfied. Employees who feel connected (engaged) with the company will have an awareness of the organization so that employees will provide their best abilities and skills for the success of the organization. The theoretical implications of testing the correlation between job satisfaction and employee engagement on employee performance can enrich existing behavioral theories in organizations.

The Effect of The Application of Good Corporate Governance (GCG) Principles on Job Satisfaction and Employee Performance

Applying the principles of good corporate governance in general is very important in all companies, especially in the banking world. Good corporate governance principles make all stakeholders feel fairness, transparency, independence, accountability, and accountability. This study aims to analyse the effect of applying good corporate governance principles on job satisfaction and employee performance, as well as the effect of job satisfaction on employee performance. Public trust in state-owned banks is higher than in private banks. The researcher chose BNI as the research object because BNI is the only state-owned bank that operates full branches globally and is very good at implementing good corporate governance, as evidenced by obtaining a very trusted predicate based on the Corporate Governance Perception Index (CGPI) score. Specifically, the object of research is permanent employees of BNI Regional Office 15 located in East Jatinegara, Jakarta. This study used a survey by distributing questionnaires to 125 respondents. The research method uses SEM PLS. The results showed that applying good corporate governance principles positively affected job satisfaction and employee performance, but job satisfaction did not influence employee performance. The contribution of this research is expected to provide managerial implications for redesigning positions, promotions, salaries, or rewards for permanent employees to provide job satisfaction to employees.

Analisis Faktor Yang Memengaruhi Kepuasan Kerja Tenaga Medis Di RSU Sinar Husni Deli Serdang

Human resources are a very important factor in an organization. Medical personnel are human resources to achieve hospital goals. In order for hospital goals to be achieved effectively and efficiently, management is required to be able to provide job satisfaction to its medical personnel. The aim of the research is to determine and analyze the factors that influence the job satisfaction of medical personnel at RSU Sinar Husni Deli Serdang in 2023. The research design used in this research is an analytical survey with a cross sectional design. The population in this study was all medical personnel at RSU Sinar Husni Deli Serdang, totaling 138 people, the number of samples to be studied was 102 people, the sampling technique used was purposive sampling, data analysis was carried out using univariate, bivariate and multivariate analysis. . The statistical tests used are the chi square test and logistic regression. The results of the chi square test research show that the independent variables, namely salary p= 0.001, coworkers p= 0.001, supervision p= 0.002, promotion p= 0.003 and job characteristics p= 0.008 have a p-value of 0.001 < α 0.05, meaning salary , colleagues, supervision, promotions and job characteristics influence job satisfaction of medical personnel at RSU Sinar Husni Deli Serdang and the results of the multiple logistic regression test show that the salary variable has an odds ratio (OR) of 3.188. The conclusion is that salary, co-workers, supervision, promotion and job characteristics influence medical personnel at RSU Sinar Husni Deli Serdang. It is recommended that efforts that need to be made by hospital management are to increase the provision of incentives and rewards for those who are better so that they can motivate them to provide maximum service to patients.
 

Veterinarian-Chasing A Dream Job? A Comparative Survey on Wellbeing and Stress Levels among European Veterinarians between 2018 and 2023.

Whilst recognizing the abundantly positive aspects within the different domains of the veterinary profession, the challenging socio-economic and cultural working climate has been identified as a source of veterinary mental wellbeing issues. This mixed methods study provides an overview of the mental state of veterinarians across Europe via two cross-sectional surveys in 2018/2019 (n = 14,559 veterinarians) and in 2022/2023 (n = 12,393 veterinarians). Mental wellbeing was assessed using 3 indicators: self-reported stress levels, the need for medical leave due to reduced mental wellbeing (22% and 23%, resp., in 2018/2019 and 2022/2023) and the seven-question Warwick-Edinburgh Mental Wellbeing Scale (2018/2019: 25, 2022/2023: 24.8). In both surveys, important differences were spotlighted between countries, but early-career veterinarians and female veterinarians were most at risk of decreased mental wellbeing all over Europe for all indicators. In conclusion, stress levels and need for medical leave due to reduced mental wellbeing remained at comparatively high levels across the two surveys and standardized mental wellbeing scores remained equally low. Notwithstanding the increased attention given to veterinary wellbeing in the last decade, our results underline that major efforts remain necessary, by creating more supportive and attractive workplaces that prioritize wellbeing, a good work/life balance, and providing job satisfaction.

Safety culture and patient safety outcomes in developing countries: A narrative review

The effects of medical errors on patients are increasingly becoming a public concern. It is estimated that 10% and 20% of persons receiving healthcare in developed and developing economies, respectively, are harmed, but a majority of these errors are preventable. The purpose of this paper is to summarise the current literature on the level of patient safety culture awareness and practice, predictors of patient safety culture, and the link between patient safety culture and patient outcomes in developing countries. A systematic search for literature from the following data bases, ScienceDirect, PubMed, JSTOR, ProQuest, Taylor & Francis Online, and Emerald Insight was carried out. Consistent with the inclusion criteria and study objectives, 23 published articles were included in this review. We found that patient safety culture awareness and practice in developing countries is low and still evolving. High predictors of patient safety culture include teamwork, communication, work environment and provider job satisfaction. Low predictors include a non-punitive response to errors, handoffs, transitions and transfers, staffing, and blameless reporting systems. We found that improved patient safety culture results in better patient outcomes. However, there is limited evidence on patient safety culture and patient outcomes in African countries, which hinder evidence-based practice aimed at promoting better health outcomes of patients. Stakeholders must ensure enhanced medical data collection and preservation of comprehensive incidence reporting systems and strategies to improve patient safety and health outcomes.

Better outcomes through patient – Provider therapeutic connections? An exploratory study of proposed mediating variables

BackgroundPatient-provider therapeutic connections (TCs) have been theorized to enhance patient outcomes as well as care provider job satisfaction and to reduce burnout. High-quality TCs may result in better matching of health care to patient needs, and thus, better care quality and patient outcomes. For care providers, work environments that enable high-quality TCs may make the work more motivating and facilitate resilience. MethodWe surveyed patients (n = 346) and care providers (n = 341) about their experiences of TCs, and how TCs related to outcomes. We tested parallel mediation models to examine relations. ResultsTCs predicted better patient health status, mental health status, and satisfaction, and predicted greater care provider job satisfaction and lower burnout. TCs were theorized to operate through two sets of mechanisms (health self-efficacy and activation for patients; meaningfulness of work and psychological safety for providers). Results revealed significant indirect associations between TCs and outcomes for both groups. ConclusionsTCs are associated with patient and provider outcomes; however, these relations appear to be explained by several mediating variables. It appears that TCs are associated with better outcomes for patients through health self-efficacy and activation, and TCs are associated with better outcomes for care providers through meaningfulness of work and psychological safety.

The Impact of Compensation, Organizational Commitment, and Job Satisfaction on Turnover Intention among Young Female Employees

This study meticulously examined the impact of compensation and organizational commitment on turnover intentions among young female employees, with job satisfaction as a mediating factor. The study's subject pool comprises young female employees aged between 19 and 25 in private healthcare institutions. Data collation entailed employing a Likert scale questionnaire, while the ensuing analysis adopted the Partial Least Squares Structural Equation Modelling (PLS-SEM) approach. The conclusions study proffered that compensation exerted a non-significant negative impact on turnover intentions, concurrently exerting a significant positive influence on job satisfaction. Organizational commitment yielded a notable and negative impact on turnover intentions, simultaneously engendering a marked positive impact on job satisfaction. Curiously, job satisfaction evinced a non-significant negative impact on turnover intentions. Further nuanced analyses revealed that compensation yielded a non-significant negative impact on turnover intentions via the intermediary of job satisfaction. Similarly, organizational commitment's influence on turnover intentions was insignificant when mediated through job satisfaction. This study's seminal contribution discovered that contrary to prevalent assumptions, especially for young female employees, when compensation could provide job satisfaction and is combined with organizational commitment, it will not affect turnover intentions directly or indirectly.

Cultivating Job Satisfaction: Influence of Transactional Leadership in Nepali Commercial Banks

The transactional leadership style is a result-oriented approach to providing job satisfaction inside an organization while ensuring productivity. The present study aims to determine the dimensions of transactional leadership styles and the relationship between transactional leadership style and job satisfaction in the context of Nepali commercial banks. This research used a survey design to gather data from one hundred fifteen employees from Nepali commercial banks. The study utilized simple random sampling techniques, and data was collected using a questionnaire that required respondents to rate their level of job satisfaction with dimensions of transactional leadership styles using a five-point Likert scale. The study shows a significant relationship between dimensions of transactional leadership style and job satisfaction in Nepali commercial banks. This study concludes that transactional leadership is the most influencing leadership style for job satisfaction and suggests the exercise of transactional leadership style in Nepali commercial banks.

The Relationship Between Caring Leadership and Nurse Job Satisfaction at dr. R. Goeteng Taroenadibrata Purbalingga Hospital

Nurses as health workers who play an important role in determining the quality of service in hospitals must be managed properly, one of which is by providing job satisfaction. The style or behavior of the leader greatly affects his subordinates. The leader's caring behavior toward subordinates or employees is called caring leadership. The purpose of this study was to determine the relationship between caring leadership and nurse job satisfaction at RSUD dr. R. Goeteng Taroenadibrata Purbalingga. The research method used is descriptive correlation using a cross-sectional design. The sampling technique uses purposive sampling with a total sample of 96 nurses. Research instruments. using the Caring Factor. Survey-Caring of Manager (CFS-CM) is a caring leadership questionnaire and Minnesota Satisfaction Questionnaire (MSQ) is a job satisfaction questionnaire. The analysis used Kendall's Tau-b (Ʈ) correlation test. The results obtained caring leadership in the medium category were 64 respondents (66.7%) and nurse job satisfaction in the medium category was 52 respondents (54.2%). The results of statistical tests using Kendall's Tau-b (Ʈ) obtained a calculated p-value of 0.0396 (p < 0.05). The conclusion is that there is a meaningful relationship between caring leadership and nurse job satisfaction at RSUD dr. R. Goeteng Taroenadibrata Purbalingga. It is recommended that nurses maintain and improve their ability to provide nursing care to patients so that job satisfaction can be met. Nurses are also expected to be active in providing input to management on the criteria for a good head of space so that nurses' job satisfaction increases.

The Influence of Compensation, Person Job Fit, Non-Physical Work Environment on Job Satisfaction through Work Motivation

PT Jasa Raharja Putera (JRP) is one of the companies committed to achieving its organizational goals. Human resources management at JRP plays a crucial role in ensuring productive employee performance. One of the ways to achieve this is by striving to provide job satisfaction. Over the past 3 years, job satisfaction at JRP has been in the range of 65-66%. Several factors that can influence employee job satisfaction are Compensation, Person-Job Fit, Non-Physical Work Environment, and Motivation. Therefore, these variables will be used in the study. The research method used is quantitative, with a sample size of 144 respondents. The study's findings indicate that Compensation, Person-Job Fit, and the Non-Physical Work Environment collectively have a positive and significant influence on motivation. Furthermore, Compensation and Person-Job Fit have a positive and significant impact on job satisfaction. However, the Non-Physical Work Environment has a positive but not significant effect on job satisfaction. Motivation acts as a moderator and positively and significantly influences the relationship between Compensation, Person-Job Fit, Non-Physical Work Environment, and job satisfaction.

Kepuasan Kerja, Motivasi Kerja, dan Disiplin Kerja Dalam Meningkatkan Kinerja Pegawai

Employees are an important element that determines the progress of an organization or company. The success of the company is very dependent on the performance of its employees. Therefore, companies must create human resources capable of producing optimal performance. Research seeks to reveal the performance of employees of a company which is determined by several factors, including job satisfaction, work motivation and work discipline. This study aims to determine the effect of job satisfaction, work motivation and work discipline on the performance of employees of a company. This research is a quantitative research. This research was conducted at PT. Borwita Citra Prima Surabaya with a sample of 80 respondents. The research instrument used a questionnaire with a Likert scale of 1-6. This study shows that job satisfaction, work motivation, and work discipline simultaneously affect employee performance. The three independent variables together are able to influence the dependent variable. If an agency can provide job satisfaction supported by good work motivation and work discipline, then all three will affect employee performance together. Thus job satisfaction with the support of work motivation and good work discipline will affect employee performance.

Eğitim Yönetiminde İşten Ayrılma Niyetine Etki Eden Faktörlerin İncelenmesi

The aim of this study is to examine the factors affecting the intention to quit work in education management. Job satisfaction refers to how satisfied employees are with their jobs. Job satisfaction is a factor that has a direct impact on employees' motivation, performance, loyalty and attitudes at work. Therefore, job satisfaction is important for both employees and employers. Workplaces that provide job satisfaction retain employees and provide loyalty to the job. Job satisfaction is related to employees' thoughts, feelings and expectations about their jobs. The level of job satisfaction depends on how happy employees are at their jobs and how adequate they are at their jobs. Employees with a high level of job satisfaction tend to perform higher at their jobs, exhibit higher motivation and higher productivity. In addition, it has been observed that employees with high levels of job satisfaction experience less stress at work, leave work less often, and get sick less. Job satisfaction is also important for employers. The level of job satisfaction of employees helps employers to retain their employees and reduces the costs of employers. Increasing employee job satisfaction can help employers demonstrate a higher performance and higher productivity in the workplace. In addition, employees with a high level of job satisfaction increase the image of employers in the workplace and can help employers to be more attractive during the hiring process. Intention to leave work is an employee's thoughts and plans about leaving his current job. The intention to quit your job may vary depending on many factors. Some employees may consider quitting when they get a better job offer or want to move to a different job to achieve their career goals. Other employees may consider leaving their jobs due to adverse conditions at work. Key Words: Educational Management, Job Satisfaction, Intention to Quit Work

Factors Associated with Primary Care Provider's Job Satisfaction and Organizational Commitment in China: A Machine Learning-Based Random Forest Analysis.

The objective of the study is to explore the factors that influence the job satisfaction and organizational commitment of primary care providers in China, with a focus on the impact of the COVID-19 pandemic and the rescission of restriction policies. We utilized the 20-item Minnesota Satisfaction Questionnaire (MSQ) and the 25-item organizational commitment survey to assess job satisfaction and organizational commitment. In total, 435 valid responses were included in our analysis. The average scores for job satisfaction and organizational commitment were 80.6 and 90.8. After a two-step tuning process, we built random forest models by machine learning. The results show income change, working years, working years in the current institute, and age were the four most important features associated with job satisfaction, organizational commitment, and most of their dimensions. The number of professional fields engaged, gender, job status, and types of endowment insurance were least associated. During pandemic time, income-related factors remain a core concern for primary care providers, whereas job security may lose its importance. These findings suggest that financial bonuses may be an effective way to boost morale, and age-specific motivation plans may be necessary.

IMPACT OF WORK ENGAGEMENT ON TURNOVER INTENTION AMONG NURSE AT X HOSPITAL SURABAYA

Background: Nurse turnover is still a world problem. Changing nurses can be detrimental to the hospital organization. Strategies are needed so that nurses' intentions to leave the hospital do not materialize, one of which is work engagement. Work engagement is expected to make nurses not think about leaving their jobs because engagement conditions make nurses feel involved and more focused on their work until they never to think about leaving their jobs.
 Objectives: This study was conducted to see how the impact of work engagement on the level of turnover intention among nurses.
 Methods: A cross-sectional study design was conducted. Questionnaire was used to collect data which is taken to 130 nurses in Surabaya, Indonesia, using cluster sampling technique. Data were analyzed using binary logistic regression techniques to test the impact from work engagement to turnover intention.
 Results: A significant indirect effect from work engagement to turnover intention among nurse founded in this study. If work engagement higher, the turnover intention will be lower.
 Conclusion: Turnover intention can be significantly reduced directly by work engagement. Work engagement in nurses can provide job satisfaction and positive work experience, positive work thinking, and good physical and mental health which can increase nurse work efforts, where positive work experience and thinking can produce good performance, making nurses feel highly valued, so that nurses don’t think about leaving health care organizations.

The effects of a childcare training program on childcare quality and child development: Evidence from a quasi-experimental study in Vietnam

ObjectivesAccess to high-quality childcare is essential to promote childrens' development; however, little is known about the quality of childcare they receive. The current study addresses this knowledge gap by evaluating a childcare training program, delivered by a non-government organization, OneSky, in Vietnam. OneSky trains providers who run Home Based Cares (HBCs), which are private, low-cost childcares. MethodsA controlled quasi-experimental evaluation design was employed in order to compare short- and medium-term outcomes of the training program on the quality of the HBCs and the competencies of the HBC providers. In addition, the association between childcare quality and the development of the children attending the HBCs was examined. Three cohorts of HBCs were enrolled, (1) HBCs who had completed training 12–15 months prior to evaluation (medium-term); (2) HBCs who had completed training 1–3 months prior to evaluation (short-term); and (3) HBCs who were waiting to be trained (the control arm). The study sample comprised 418 HBCs and 1646 children. ResultsRegression analyses showed that childcare training was associated with improvements in childcare quality (β=0.97, p < 0.001), and the impact of the training was maintained over time (β=0.89, p=<0.001). Childcare training was associated with provider knowledge about infant developmental milestones in the short-term (β=0.42, p = 0.001), and childcare provider job satisfaction in the short-term (β=0.38, p = 0.003) and medium-term (β=0.43, p = 0.013), but had no impact on childcare provider stress. Childcare quality was independently associated with benefits to young childrens' development (β=0.11, p=<0.001). ConclusionsTo the best of our knowledge, this is the first formal evaluation of a childcare training program in Vietnam. Further research is needed to identify features of childcare implementation associated with high quality care.

The effect of transformational leadership and organizational culture on employee performance with job satisfaction as an intervening variable

The aim of this research is to analyze the effect of transformational leadership and organizational culture and job satisfaction as an intervening variable on the performance of employees in the District-3 PT. Wirakarya Sakti. The sample used as a research object totaling 95 employees, while data collected using a questionnaire and then analyzed by Structural Equation Modeling (SEM) based components partial least squares path modeling (PLS-SEM). Results of the analysis showed that transformational leadership has no significant effect on employee performance, organizational culture does not significantly influence employee performance, transformational leadership has no significant effect on job satisfaction, organizational culture positive and significant impact on job satisfaction, job satisfaction has not significantly influence employee performance, and transformational leadership and organizational culture does not significantly influence employee performance mediated job satisfaction. The results of the study have implications on the determination and improvement strategy model of leadership and organizational culture to be more optimal in providing job satisfaction and improve employee performance. It is advisable in future studies to be able to add other variables that are considered influential on employee performance such as, commitment, motivation, and so forth.

Literature Review: Penerapan Sistem Job Satisfaction dan Job Rotation pada Karyawan Perusahaan

Job rotation policy is a strategy for developing employee skills by the company to improve employee performance, and this can provide refreshment and a sense of a new atmosphere for employees. So that it can provide job satisfaction or satisfaction to employees. The method in this research is a literature study by reviewing some of the results of previous research which originates from national and international articles. The research results were analyzed and used as material for discussion to determine answers to problems regarding the relationship between job rotation policies and job satisfaction which can have an impact on employee performance. All ideas from each study provide information about the methodologically desirable theory of the study being analyzed. The results of the literature review show that the job rotation policy implemented by the company has a good impact on employee job satisfaction, so it is good for improving employee performance.&#x0D; Keywords: Job Rotation, Job Satisfaction, Company Employees

Primary care provider's job satisfaction and organizational commitment after COVID-19 restrictions ended: A mixed-method study using a mediation model.

ObjectivesMore and more countries have decided to cancel most or even all COVD-19 restrictions. However, it is unclear how ending of restrictions will affect primary care providers' job satisfaction and organizational commitment. Our objectives are to explore the current status and possible change in primary care providers' job satisfaction and organizational commitment after massive restriction policies ended in China.MethodsThis was a mixed-method study that utilized structured questionnaires and semi-structured qualitative individual interviews. The 20-item Minnesota Satisfaction Questionnaire (MSQ) and 25-item organizational commitment survey were adopted to assess job satisfaction and organization commitment. Descriptive statistics and mediation models, as well as inductive thematic analysis, were used to analyze quantitative and qualitative data.ResultsA total of 18 interviews and 435 valid survey responses were included in our analysis. The average scores for job satisfaction and organizational commitment were 80.6 and 90.8. The thematic analysis revealed one major theme: ethical and moral responsibility to provide care as primary care providers, on which we established a mediation model. The mediation analysis revealed that normative commitment could positively affect the other four dimensions of organizational commitment and job satisfaction. The direct effect of affective commitment on job satisfaction was significant (LLCI = 0.11, ULCI = 0.31), and the mediators were identified to have a partial mediating effect instead of a total mediating effect.ConclusionAfter COVID-19 restrictions end, the job satisfaction and organizational commitment of primary care providers will return to levels before the pandemic and during this estimated process, a brief rise in resignation is predictable. The normative commitment positively affects the other four dimensions of organizational commitment and job satisfaction for primary care providers, which suggests a possible way to motivate primary care providers when restrictions end.

Pengaruh Kepuasan Kerja dan Motivasi terhadap Kinerja Karyawan pada PT. Astra International Tbk Daihatsu Banjarmasin

Job satisfaction is an emotional state that is pleasant or unpleasant for employees to view their work. Organizations that are not able to provide job satisfaction to their employees, will face the risk of productivity, increased turnover and high levels of employee absenteeism and allows increased work accidents, decreased physical and mental health of employees. Therefore, business organizations need to try to minimize the possibility of risk due to job dissatisfaction.The study tries to describe the actual situation regarding job satisfaction and motivation affect the performance of employees of PT. Astra International Tbk Daihatsu Banjarmasin.The research population is the entire subject to be studied. The subjects studied here are all employees of PT. Astra International Tbk Daihatsu Banjarmasin, totaling 80 (eighty) people. While the samples taken were 76 (seventy six) people.Employee job satisfaction affects performance while the factors that influence it are socially, physically and financially, the most influential factor is the financial factor because employees really hope that the company provides bonuses and incentives, the measurement of SPSS data processing uses a Likert scale to measure social factors , physical factors.