Nurses’ Experiences of Conflict Management at a Teaching Hospital in Namibia: A Qualitative Study

. Te purpose of this study was to explore nurses’ experiences of confict management at a central hospital in Namibia. Confict in nursing practice is inevitable and experienced regularly. Understanding how nurses experience confict is at the centre of the successful handling of confict, which may enhance teamwork and quality of patient care. A phenomenological tran-scendental (descriptive) phenomenology design was used in this study. Fifteen nurses were purposively selected at the teaching hospital and interviewed to generate data, which were analysed thematically between June and November 2021. Five themes were generated from a rigorous analysis process: understanding of confict and confict management; development of confict; confict management approaches; consequences of confict; and in-service training. Confict situations that nurses face during their practice may remain unresolved or inappropriately resolved if they lack the necessary education and skills in confict management. Nursing education and continuous education on confict management should thus be provided to all nurses to empower them to manage confict situations, which could improve their nursing practice and quality of patient care. Tere is a need to strengthen confict management education in both undergraduate and continuous education programmes for nurses.


Introduction
Confict is defned as the actual or perceived opposition of needs, values, and/or interests between two or more people, which is caused by individual or organisational factors, resulting in unwanted stress, tension, or negative feelings between the disputants [1].In confict, there is a continuous process of disagreement and antagonism within or between social groups, including professionals [2].A confict can be a result of actual threats, or when people think that there is a threat to their interests [3].When there is a confict, there is an obvious need to manage it, especially in the context of nursing care which relies on efective team work for quality patient care.
Extant research on confict management has largely focused on nurses in leadership and managerial positions, yet practicing nurses are typically at the centre of most conficts in the workplace.According to Jerng et al. [4], nurses report confictual encounters more than any other professional, making management of nurses a challenging task.By its nature, nursing practice predisposes nurses to confict situations that can emanate from practice diferences, cultural divergences, organisational problems, distinct competencies, and a shortage of resources, among others [5][6][7][8].In Namibia, nurses make up approximately 80% of the healthcare workforce, due to a lack of other healthcare professionals.Tis leaves nurses at a high risk of job stress [9].With this burden of work, coupled with the factors mentioned above, nurses in Namibia commonly experience burnout [10].While burnout has been reported as a potential outcome of confict, it is also possible that nurses who are burnt out are avoiding managing confict [11].Te situation described above suggests that confict is ever present, unavoidable, and sometimes necessary in the practice of nursing [12,13].Tere is a particular need to focus on conficts among staf members who are on a similar level, as this type of confict is likely to afect the quality of patient care more than others [14,15].Managing confict is thus necessary to ensure the promotion of teamwork in patient care, as well as to enhance nurses' leadership skills [16,17].
Te experience of confict can be positive or negative leading to a variety of outcomes [8,13,17].Tere is evidence that some junior nurses lack confict management skills, and when confict is unresolved, it creates a toxic working environment with negative consequences for the quality of patient care [18][19][20][21].On the other hand, when confict is managed successfully, it generates a conducive working environment with good teamwork among nurses and other healthcare professionals [22].
Nurses apply diferent styles when managing confict, which can result in both positive and negative outcomes [23,24].Some researchers suggest that avoidance is the most commonly used confict management style [6,18], yet others argue that avoidance is considered the least used style [8,14].According to Saridi et al. [12], nurses typically opt to compromise in confict situations, while other studies reveal that although nurses do collaborate in confict solving, there is also a tendency to accommodate [25].Tere is thus no conclusive evidence regarding the confict management styles used by nurses and their managers, making it an important area for further research.It is also critical to assess the human experience of the confict management process, the fndings of which could form the basis of better and more constructive confict management [26].
According to Moeta and Du Rand [24], most nurse managers are competent in managing confict, but nonmanagerial nurses lack this capacity; hence, they require support to improve in this regard.While all nurses globally are educated on confict management, it is not clear to what extent it prepares junior nurses and nonmanagerial nurses [14].In Namibia, confict management is part of the nursing curriculum; however, as a soft skill, there is no evidence of how the development of this skill is fostered in Namibia beyond theoretical knowledge.In terms of research, confict and confict management are areas that have not been sufciently explored; hence, there is a need for further studies in the context of nursing.In their study, Labrague et al. [8] asserted that practicing nurses need education and team-building activities to improve their confict management skills, while a study by Sexton and Orchard [22] showed that training on confict management predicts healthcare professionals' perceived ability to resolve conficts.Similarly, Ylitörmänen et al. [27] explained that there is a need to develop nurses' confict management skills if they are to resolve conficts constructively.
In order to help nurses develop confict management skills, it is necessary to explore how they experience the confict process.People's experiences are important because they shape their perceptions and their future behaviours.By using experience as the basis for educating nurses about confict, there is likely to be alignment in what they need and education they get.Te purpose of this study was thus to explore nurses' experiences of confict management at a central hospital in Namibia.

Approach and Design.
A qualitative phenomenological transcendental (descriptive) phenomenology design was used in this study.Tis research approach focuses on describing a phenomenon as it is lived [28,29].Te emphasis is on describing the way in which people comprehend a phenomenon, what they experience, how they experience it, and the meaning that the phenomenon gives to their experience [30].

Sampling Strategy.
Te study was carried out at a university teaching hospital in Windhoek, Namibia, which is also a referral hospital.Te hospital has a bed capacity of 830 beds.It acts as a general referral hospital for the country and the main teaching hospital admitting pediatric and adult patients with medical, surgical, and maternal-related conditions.Te hospital has a capacity to employ at least 1000 nurses of diferent categories and specialisations.Te researchers assumed that all of the hospital's nurses had experienced conditions that exposed them to confict at some point in their work environment; hence, all of them were considered eligible for the study.Te researchers then purposively selected participants to generate a sample of maximum variation in terms of years of experience, gender, qualifcation, and department.Tis type of sampling was suitable because it helped the researchers to identify common and variable features of the phenomenon of confict, as experienced by a variety of nurses in various departmental contexts [31].Te sample size was determined by data sufciency, which was reached with 15 participants of mixed gender, age, experience, and department.Tree researchers were involved in an iterative data analysis process, which allowed for an adequate interpretation of the data [32].In reality, the size of a sample is not as important as the quality of the data collected and their ability to answer the research questions and ultimately generate meaningful interpretive themes [33].

Ethical Issues.
Ethical clearance was obtained from the University of Namibia School of the Nursing Ethics Committee and the Ministry of Health Research Ethics Committee (So NEC 07/2021 and 17/3/3 MAA), and permission to carry out the study was received from the teaching hospital.Since experiences of confict may include sensitive issues that could personal, the researchers gave participants an option to be referred for psychosocial support if they wished so.

Data Collection Methods.
Te author (MA) who was working at the hospital approached the nurses in charge of the diferent units to seek access to the practicing nurses.Information about the study was shared, and those who expressed an interest in participating went through the informed consent process and physically signed an informed consent form.A total of 25 nurses agreed to participate in the study, but ultimately, only 15 were interviewed because data saturation was attained.In-depth, 2 Journal of Nursing Management face-to-face individual interviews were used to collect data between June and November 2021.All the interviews were conducted in English as the participants were comfortable with the language.Each interview was tape-recorded using a voice recorder.Private rooms at the hospital were used as the venue for the interviews as they provided privacy and were quiet.
Te frst interview was a pilot interview, which was analysed to test the suitability of the interview guide to generate relevant data as well as to create the initial coding framework.No signifcant changes needed to be made to the questions in the interview guide; thus, the pilot interview was retained as part of the main data.Suggestions were made to add more probing questions to capture additional aspects of the nurses' experience of confict management.
Subsequently, one interview after another was conducted, with each interview being transcribed and analysed by the three researchers (MA, TM, and NT) before the next interview was conducted.Tis was done to ensure that rich data were collected and to detect initial evidence of data saturation, which was reached at the 12 th interview.Tree additional interviews were conducted for confrmation of data saturation.Data sufciency was evidenced by the participants' interviews not providing any new information that was signifcantly diferent to the data provided in previous interviews.Furthermore, the concurrent data collection and analysis enabled the researchers to detect code sufciency, as the interviews were no longer generating any new codes.Last, the researchers' interpretation was also used to determine sufciency, where all three researchers independently coded and interpreted the data by looking at the same interviews at diferent times and blindly coding the data.When there were no substantial new codes or interpretations, saturation was considered to be reached.

Data Collection Instruments and Technologies.
A semistructured interview guide was used to guide the interviews (supplementary fle 1), which was developed by the researchers based on the research objective.Tere were two sections: section A included questions on the participants' demographics, while section B included open-ended questions to allow the participants to express themselves as much as they could.Te main question was as follows: "What were your experiences in resolving confict situations you encountered in your workplace?"While this was the key question, follow-up questions were asked to explore the whole structure of the experience in detail.Tese included the following: "What actions did you take?Explain how you reacted?What emotions were you going through?How did these emotions infuence your actions or reactions in the short and long term?"Te development of these questions was guided by the literature, which was clearly lacking information regarding the experience of confict and its management among nonmanagerial nurses.
2.6.Data Processing.Soon after each interview, the data were transferred to the password-protected computer of one of the researchers, who then transcribed the data verbatim and shared the transcript with the other researchers.Tese emails were permanently deleted, and the documents were saved onto password-protected personal computers.Te interviewees were named using codes that were not identifable.

Data Analysis.
Te data were analysed using content analysis.Te steps of this analysis were decontextualisation, recontextualisation, categorisation, and compilation [34].Following the verbatim transcriptions, the researchers independently read the transcripts and listened to the interviews while making notes of their general impressions.During the decontextualisation process, the researchers read the data in order to extract meaning units based on the participants' descriptions of their experiences (actions, reactions, feelings and thoughts, and changes in these over time).Based on these meaning units, the researchers generated codes that were a mixture of both the participants' exact words (manifest analysis) and the researchers' interpretations (latent analysis) [34].In the second stage, recontextualisation, the codes were compared with the original interview transcripts to ensure that they were supported by the data.Te researchers discussed their codes, which included providing explanations for how each reached their decisions.During the discussions, some new codes emerged, which were added to the existing codes.
After agreeing that the researchers had generated suffcient codes, more latent analysis was applied with a focus on uncovering the underlying meaning of the data related to the nurses' experiences of confict (categorisation process).Tis process resulted in the grouping of codes based on similarities or some linkages in terms of explaining the nurses' experiences of confict management.Further critical analysis resulted in the formation of categories and themes, which were named and explained with supporting quotations.Te researchers deliberately promoted divergence throughout the data analysis process to ensure that there was a move towards analysis saturation.While the authors do not claim that meaning unit, code, category, and theme saturation were reached, some form of data sufciency was attained, and realistic conclusions were reached based on the data (see supplementary fle 2 for sample data analysis).

Trustworthiness.
Te study applied Lincoln and Guba's [35] criteria for ensuring trustworthiness, i.e., credibility, confrmability, and dependability.Credibility was ensured through researcher triangulation during data analysis and member checking, while confrmability was attained by using the participants' own words to support the created themes.To ensure dependability, the Standards for Reporting Qualitative Research (SRQR) tool was used, which created an auditable trail of the methods and processes applied in this study [36].In terms of refexivity, one researcher was an employee at the hospital where the study was conducted, while the other two were employed at the Journal of Nursing Management teaching institution.Te researcher (MA) who was working with the participants collected the data; hence, it is possible that some relationships may have infuenced the data collected despite the researcher's attempt to avoid this.Te other two researchers may have infuenced the data and analysis, and therefore the fndings, during the analysis process and ultimately the writing of the fndings.Te authors therefore declare that the data and fndings of this study are not only based on the participants' views but also on the authors' philosophical assumptions and interpretations of the data.It is impossible to entirely exclude the researchers in qualitative research, as they drive it from conceptualisation to conclusion [37,38].Two of the authors (TM and NT) are experienced researchers in qualitative research, with previous training in interviewing and data analysis.MA was trained in data collection before starting the data collection process, which was supervised and monitored from interview to interview.

Results and Discussion
3.1.Participants' Characteristics.Of the 15 participants who were interviewed, eight were female and seven were male.Of the 15 participants, 12 fell into the age group of 21 to 30; the remaining three were aged between 31 and 40.Twelve of the participants had degrees in nursing science, while three had diplomas in nursing.Each participant had work experience of at least two years.

Nurses' Experiences of Confict Management.
Te fndings of this study are diagrammatically presented in Figure 1.Tese fndings are then discussed in detail below the diagram.

Teme 1: Understanding of Confict and Confict
Management.Tis theme focused on the participants' understanding of confict, i.e., what it is and what it means to them.While understanding confict is not an experience, ascertaining this was important because the way someone experiences something can be infuenced by their understanding of it.Terefore, in interpreting the participants' experiences of confict, their understanding of the subject could help provide some explanation.Te participants understood confict as a misunderstanding or disagreement between two or more people who fail to agree or reach an understanding on a certain issue, who may need the assistance of a third party to resolve the matter.In these disagreements, arguments may occur which can be verbal or physical, resulting in a loss of peace and harmony within the work environment.

"Confict is a misunderstanding between two or more people, or it can be a misunderstanding between a group of people whereby they can't reach an agreement on something, or maybe they don't get along due to a certain problem they come across." (P3) "Well in my own understanding, confict simply means the disagreement between, for instance, two or more parties with diferent opinions, needs or interests. Confict can actually result into major arguments, so to say physical abuse or defnitely loss of peace and harmony within the work environment; that's how I understand it." (P9)
Regarding confict management, some participants understood it as a peace-making process that can be achieved through negotiation in a fair manner.On the other hand, some considered avoiding confict as a way of confict management.
"Okay, well, I was actually prepared for any kind of reaction when I approached her so I knew she might react in a good or bad way, but then I felt I was at a position where I need to avoid unnecessary confrontations" (P4) Tis theme confrmed that the participants were knowledgeable about what confict is.Te subsequent themes described their experiences of confict management.

Teme 2: Development of Confict.
Te collaborative nature of nursing care predisposes nurses to the development of confict between themselves, their managers, other healthcare professionals, patients, and relatives of patients.Te nurses felt that confict is inevitable in a nursing working environment but argued that it is not always a bad thing in the end.Tey stated that how one interprets the actions or motives behind another person's actions can result in confict.

"Confict is unavoidable because there are situations [in which] people need to correct each other or act for the good. However not everyone will interpret the actions in a good way, hence leading into some confict." (P15)
"Confict or disagreement will never make you feel good, but as long as you know you are doing it for a good cause. . .

." (P3) "It was very sad and emotional for me because you are being blamed for things that are totally not your fault and something that is out of your control." (P2)
Confict can arise when nurses are correcting each other, as some people are unhappy when they are corrected or if someone uses a negative approach to correct them.Such disagreements, when not solved, can build momentum towards confict.Sometimes it is not that nurses do not accept being corrected, but there is poor communication, which may lead to confict when people either explicitly display their emotions or do so through subtle actions.

"Okay, let me see if I can mention one that I had; it's a disagreement about drug recording. My colleague was failing to record or she was not recording the drugs that she uses on the patient and when I informed her about it, or to improve on her record keeping, she disagreed with me that she is doing her job and she is recording her things." (P9)
Journal of Nursing Management

"Poor communication skills of nurses lead to interpersonal conficts, and in most cases, we are afraid to express our opinions out of fear of being condemned, so we engage in contrary actions." (P1)
Feelings of being treated unfairly and a lack of transparency can make those who are excluded from certain activities or decision-making feel bitter and be silently confictual.As reported in the excerpt below, the aggrieved party started to act in negative ways to attract attention and display their displeasure.Tis is an avoidance of the situation, but it attracts attention, which can result in confrontation and hence expose the confict.

"Actually, what I have fgured out. . . most causes of confict can be maybe when people are going through something and they are not speaking out, probably, favouritism at the workplace, poor communication or selective listening, or. . . maybe poor or bad attitudes." (P12) "So, one of the nurses I found already working there started constantly coming late to work and then when I approached her, she reacted defensively and claimed that I was made the acting matron out of favouritism." (P3)
"I had a disagreement with a co-worker over delegation; this specifc co-worker felt like she was overworked or she was given too many tasks that she could not handle."(P12) 3.2.3.Teme 3: Confict Management Approaches.Te nurses' experiences of confict management revealed that a range of approaches can be applied to deal with confict, including avoiding it and confrontation.When avoiding confict, some nurses do not see the issue as not being important, but they would rather avoid talking about it, so they stop talking to the person they consider has wronged them, and the other person does not do anything in return.

"I remember I had a confict with one of my colleagues and it's kind of brought hatred, whereby the person stopped talking to me just because I made the of duty the way he didn't want the of duty to be made, regardless of whatever reason that I gave." (P15)
One nurse's experience demonstrated an accommodating way of dealing with confict.By listening to why one nurse was always late, it made her understand the situation better but did not necessarily solve the problem.

"In my confict situation I asked her how I could assist her improving maybe her time managing, so she actually calmed down and told me that she doesn't have a nanny at home so she was actually getting late with regards to kids' preparation for school and so forth." (P4)
Tere seems to be an understanding among some nurses that confict can be solved through compromises, where both parties have to take some responsibility for the problem.

"You have to compromise; you have to listen to other parties and you both parties have to compromise; to come to one conscience whereby you agree." (P13)
"Yes, well, the confict was resolved as we all came to an agreement or a conclusion; we just came to an adjustment  Journal of Nursing Management that we were both wrong since we were both supposed to be responsible in this case."(10) Other confict management circumstances had the nurses failing to resolve a confict as each side wanted to be a winner and disregarded the interests of the other side.Tere was a denial of responsibility regarding the cause of the confict, with the blame being pushed towards the other side.In cases where third parties were involved, one nurse viewed them as biased.Such confict management processes created bad situations and left some nurses disappointed and feeling a sense of injustice.
"Tere was one colleague of mine that was not really happy with the of duty, she felt like some people are favoured and she is overworked, so it was not easy; it was really bad and we had a fght; that is one of the conficts I was involved in." (P1)

"In most of the conficts that I was involved in, I wasn't at fault; I am just trying to do what is right to be done, so I don't really feel bad about it because you know at the end of the day it is just work-related things-I do my job at work." (P10)
In some situations, the parties involved felt they were respected and given an opportunity to talk to each other and explain their sides of the story regarding the conficting matters.Te participants described their feelings as good and positive and said that they were satisfed with the confict resolution process.
"She let everyone of us to talk; she was really not taking sides, she listened attentively and she was trying to rule out or to fgure out where the problem really came from.Te other thing she was also not interrupting between our conversations, she made sure that everyone had a say and everyone had to explain what really happened."(P1) "When we started the confict management process I felt good; I was feeling positive because of the fact that we were all willing to listen to each other, we were all willing to fnd a solution that can work for both of us." (P12) However, in some cases, the conficting parties felt the process was unfair because the negotiator took sides.While in the long run the confict was resolved, having a negative experience during the process could discourage participants from engaging other parties to solve conficts.
"It was a bit disappointing; somehow, we also thought that the management were siding with our superiors so we felt like we were not being heard.It wasn't an easy experience throughout the process. . .but luckily in the end we reached consensus and we agreed upon one thing.It felt better and we are good now."(P13) 3.2.4.Teme 4: Consequences of Confict.Te nurses had experienced both negative and positive outcomes with confict management.In cases where the resolution process went smoothly, the parties felt good and motivated to engage in dealing with the confict.However, in some circumstances, the confict management process resulted in hatred, leaving the parties in a worse working relationship than before.
"I actually felt bad because I personally don't like to be in confict; I don't like to be involved in confict because it's also emotionally draining but it is part of life.We encounter confict almost on daily basis."(P15) "You fnd that you get in a confict despite you being right, the person will hate you or you fnd that somebody will love you for correcting them or for bringing up something, but in my experience it's really a harsh one."(P13) Te experiences of the nurses suggested that confict is unavoidable.When confict occurs and is resolved appropriately, however, it can culminate in new and better ways of understanding work and improved working relationships.Te nurses' experiences suggested that when a common understanding exists, some causes of confict such as supportive supervision can lead to improved quality of work.
"My experience is to say, I can say confict is not always something to fear. . . it is not really always a bad thing because when resolved properly it can lead to better ideas; you know better understanding or even better working relationships."(P5) "She improved, I showed changes, she kept up her recording and if you remind her she does not get angry like she used to do before, meaning she understood why we have to do our record keeping and record our drugs."(P3) Some nurses experienced confict as an opportunity to get to know each other in terms of how one thinks or feels about diferent situations; it is only through understanding others that good relationships can develop.Although this should happen in better ways than confict, sometimes it takes confict for it to happen.In general, the interviews showed that the nurses had a good understanding of confict and confict management.However, in this qualitative study, the purpose was not to objectively quantify their knowledge but rather to use their understanding to help explain how they experience confict and confict management.

Development of Confict.
Te way the nurses described their experiences of confict management in this study suggests that diferences in personalities and how people interpret the actions or motives of others are at the centre of confict.It is this nature of confict that supports the assertion that confict is always present and inevitable in the practice of nursing [12,13].In addition, situations that likely evoke people's emotions or expose their weaknesses are experienced as sources of confict.Tis is in line with the fndings of Gi and Ki [5], who noted that diferences in competency between nurses become sources of confict.While fairness is a subjective construct, the way nurses feel about being treated fairly was reported as one of the causes of confict in this study.For this reason, confict management education should include understanding nurses' emotions on the matter of fairness in nursing activities and opportunities at work.Tese fndings support the assertion by Freedman [39] that fairness, given its complicated and subjective nature, is a source of confict.Tis study showed that tasks such as duty rosters, which directly afect nurses, can cause confict if nurses are not involved in their development.According to Lee et al. [40], the high involvement of staf in work practices helps to improve relationships and reduce confict.Tis study demonstrated that empathy is the reason behind some nurses' use of accommodation in confict management.One nurse described putting themselves in another person's shoes and ending up tolerating what would otherwise not be acceptable to them.Tese styles seem to keep the peace without solving the confict; however, the more diferences persist, the more likely there is to be confrontation.Tis could result in either direct competition or accommodation.Such outcomes in confict management are similar to those reported by O'Toole et al. [41], who argued that the ways in which confict is handled can result in confict being managed, resolved, or transformed.

Consequences of Confict.
Nurses' experiences of confict management in this study showed that confict is not always solved and that the process could actually result in more conficts.Tis is as per some previous studies, which have demonstrated that not all confict is successfully resolved [23,24].Based on the fndings of this study, it can be said that nurses' management of confict is not based on which style to use, but it is entrenched in their experiences of encountering and dealing with confict.By understanding the nurses' experience of the confict process, the focus on confict management styles should shift to understanding the underlying processes that inform the way nurses deal with confict.
Te fndings in this study show than even when nurse managers act as negotiators in confict management, the outcome is not always positive.While the need for training, as suggested by Labrague et al. [8], cannot be ignored, there are additional underlying reasons for poor confict management than a lack of education.A root cause analysis of the contributing factors to the development and mismanagement of confict should be conducted as a holistic approach to confict management education, thereby controlling the outcome of the confict management process.

In-Service Training.
Te fndings of this study suggest that nurses need formal education on confict and confict management.Using strategies such as role playing can improve their knowledge and skills.Tis is as per Arveklev et al. [42,43], who noted that through drama, nurses' skills in confict management could be improved.Te need for education on confict management, especially among nonmanagerial nurses, was also emphasised by Moeta and Du Rand [24], while Wigert et al. [15] suggested that confict management should be used as a learning strategy in nursing.While education alone has been shown to help improve nurses' perceptions of their ability to solve confict [22,27], it is not adequate if nurses continue to fail to practice fairness and competence in performing some of duties.In addition, the nurses' experiences revealed that Journal of Nursing Management confict and its management trigger emotions that are not controlled by education but emotional intelligence.A study by Hadman et al. [44] proposed that educating nursing managers about emotional intelligence could improve their confict management skills.While emotional intelligence will not automatically improve confict management [45], it is a tool that can be used in the constructive management of confict.Ultimately, nurses need more education on confict and managing confict situations [42].

Conclusion
Confict situations that nurses face during their practice may remain unresolved or inappropriately resolved if they lack the necessary education and skills to manage them.Nursing education and ongoing education on confict management should thus be provided to all nurses to empower them to manage confict situations..

Implications for Nursing Education and Practice
Nurses are prone to confict situations due to the nature of their job, among other factors; thus, there is a need for educational interventions-both in undergraduate curricula and in continuous professional education-to foster development of their confict management skills.
[6,18]' use of confict management styles; for example, avoidance was reported as the most common confict management style[6,18]as the nurses want to keep the peace, so they tolerate what they are not happy about.According toLeodoro et al. (2018), accommodation is another style used by some nurses.
[8,14]assifes them into diferent categories.Te fndings of this study confrm that nurses do use diferent confict management styles, as presented in previous studies[8,14].Some of the nurses' experiences of confict management suggest a continuum, where nurses start dealing with confict by avoiding it before managing it through collaboration.Te fndings of this study have added additional details regarding