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Present study was carried out during 2018–22 at Bahraich, Uttar Pradesh focusing on groundwater, runoff, and canal water suggesting that a sizable database is essential for effectively managing water resources. Groundwater quantity was estimated using water level fluctuation (WLF), runoff using GIS coupled with curve number and canal water volume using equivalent length factor methods. This study revealed that the contribution of groundwater was more than 52.5%, whereas runoff (45.61%) and canal water (1.89%). Higher amounts of total available water observed in Mihipurwa (305.3 million cubic meter, MCM), Mahsi (211.6 MCM), Chittaura (189.3 MCM) and Nawabganj (184.4 MCM) blocks due to denser vegetation cover and moderate to low curve number values, while Risia (96.5 MCM) had the lowest amounts of available water in juxtaposition with the other blocks due to high industrial draft, higher drop down in the depth of post-monsoon groundwater level and minimal canal water irrigation. The sandy soil predominant in Jarwal had the lowest annual runoff (117.54 mm) while Nawabganj had the highest (359.84 mm) followed by Balha and Huzoorpur due to having a higher elevation over the other blocks. The runoff ratio was found to be larger in Nawabganj (27.74%), followed by Balha (23.06%) and lowest in Mihipurwa (14.89%) followed by Chittaurah (14.91%). Kaisarganj (11.6 MCM) had the highest amount of canal water resources accessible, followed by Mahsi (6.8 MCM) and Huzoorpur (6.1 MCM), while Balha and Nawabganj had the lowest amounts of canal water resources at 0.1 MCM.

Background: In a resource-limited and high burden disease setting, satisfied human resource is an asset in terms of high productivity, efficiency and quality care. Aim: To assess job satisfaction among permanent employees working in a government hospital. Materials and Methods: A sample of 200 staff members was interviewed using 34-item, Likert response based, modified job satisfaction scale. Key factors for job satisfaction were identified after subjecting data to principal component analysis, varimax rotation and multivariate analysis using step-wise regression procedure. Results: The mean job satisfaction index was computed to be in a similar range, but was found to be highest for nurses (0.68), followed by doctors (0.66), support staff (0.63) and technicians (0.62). Nine uncorrelated and critical factors related to job satisfaction that explained 68.09% of the variability was identified, that is, communication, pay/salary, working conditions, organization supervision system, co-workers, workload, benefits, career aspects and rewards. A positive association was reported between job satisfaction score and factor scores (units) of communication (0.133), benefits (0.110), working condition (0.027) and co-workers (0.032) and a negative relation with organizational supervision system (0.118), workload (0.093), rewards (0.035), pay/salary (0.034) and career prospects (0.017) respectively for all categories of respondents. However in case of doctors, co-workers (0.023 units) showed a negative relation. Conclusion: There is scope for interventions to enhance job satisfaction and concomitant continuous monitoring can be useful in determining various service aspects that necessitate improvement. By enhancing job satisfaction, hospital administrator can improve not only the mental, psychological and social well-being of work-force, but also the financial health of an organization.

Aims: To assess the level and factors of motivation amongst permanent government employees working in a tertiary health care institution. Material and Methods: A sample of 200 health personnel (50 in each category) i.e. doctors, nurses, technician, and support staff were contacted through face to face interview. Motivation was measured as the degree to which an individual possessed various identified motivation domains like Drive, Control, Challenge, Relationship and Rewards. Each domain was represented by 4 dimensions- accordingly a closed-ended statement represented each of these dimensions and responses were assessed on a Likert based scale. Data management was done using SPSS, ver. 19. Results: The average age for different health personnel were: Doctors 48.68 (±8.53), nurses 40.72 (±7.76), technician 38.4 (±10.65) and support staff 43.24 (±9.52) years. The average year of work experience was: Doctor 19.09 (±9.77), nurses 17.2 (±8.420), technician 14.84 (±10.45), support staff 18.24 (±10.28). A comparison of overall motivation index (mean score) revealed that nurse had highest level (3.47), followed by support staff (3.46), doctor (3.45) and technician (3.43). Based on their individual mean scores, the healthcare providers were categorised into three different levels of motivation and it was found that majority of the health personnel i.e.70% of support staff, 62% nurse, 56% doctor and technician, had high to very high level of motivation index. The mean scores for all the five factors as well as their respective ranks were also found out and it was deduced that "relationship" assumed first rank for doctors (mean score: 3.71) and technician (mean score: 3.75), whereas "control" assumed greatest significance for nurses (mean score, 3.62) and support staff (mean scores, 3.61). Based upon the mean scores, "reward" assumed third rank among all the four categories. Kruskal-Wallis test was applied to test if the different categories of health personnel varied with respect to five factors of motivation and it was found that their orientation towards the various motivational components differed significantly only with respect to Drive (P < 0.01). Conclusion: There is scope for enhancing staff motivation.