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When, in 1914, the Great War broke upon an astonished world, we rather took comfort to ourselves in the thought that no matter how swiftly and vigorously military operations might be prosecuted, the Conventions of Geneva and of The Hague would insure humane care and chivalrous treatment to the prisoners of war of both sides. Perhaps unconsciously we based our feeling of assurance in this regard upon two assumptions. The first of these was that the terms of those conventions were of themselves legally binding upon the parties to the great conflict; and the second that in this day and generation of high development in the elements of morality and humanity the belligerents would feel themselves morally if not technically constrained to abide by the principles, and to follow, in practice, the honorable provisions of the conventions.There are two particular conventions falling under consideration in this connection. These are, the Convention Respecting the Laws and Customs of War on Land, generally referred to as Hague IV of 1907; and the Convention for the Adaptation to Maritime War of the Principles of the Geneva Convention of 1906, commonly known as Hague X of 1907. Each of these agreements contains a provisional article, practically identical in the two instances, worded substantially as follows:The provisions contained … in the present convention do not apply except between contracting parties, and only if all the belligerents are parties to the convention.

This study examined the influence of family-responsive variables and the moderating influence of gender on the retention-relevant outcomes of organizational commitment and turnover intentions. Data were obtained with the aid of structured questionnaires from employed parents (N = 228) in a human service authority in Hong Kong. Results of regression analysis revealed that satisfaction with work schedule flexibility and supervisor work-family support were related to both retention-relevant outcomes. Contrary to our prediction, gender did not moderate the influence of any of the family-responsive variables on the retention-relevant outcomes. Limitations of the study, directions for future research and implications of the findings for enhancing the effectiveness of family-responsive human resource policies are discussed.

This study examined the kinds of work‐family conflict experienced by female married professionals with children in Hong Kong and the coping strategies they had adopted. Data were obtained through 50 in‐depth interviews. The results revealed the general ineffectiveness of coping strategies being used by married women professionals. The percentage of women who attempted to use positive coping strategies designed around job changes was low, possibly due to their reluctance in negotiating for family‐friendly organizational policies. It appears that companies in Hong Kong extend little support to working mothers in managing the work‐family interface. Implications of the findings for women's career progressions are also discussed in this paper.