The United States military is one of the most notable developers of civilian workforce talent. Yet, approximately one third of post 9/11 veterans retain a personal narrative of military identity that they often find conflicts with civilian society—and as a result, with a civilian career. Earlier studies on veteran career transition have emphasized the need to better understand and deconstruct this transition process for human resource development (HRD). Schlossberg's adult transition theory was used to highlight the argument that HRDs role is to reduce transitional barriers and promote transition strategies. Four heuristics are offered as a basis for organizing the HRD practitioners’ role in veteran‐civilian career identity conflict: (a) you belong here, (b) you are valued here, (c) you are safe here, and (d) you can thrive here. We close with a discussion for practitioners and future research.

中文翻译：

---

退伍军人职业身份冲突：人力资源开发的作用是什么？

美国军方是最著名的文职劳动力开发者之一。但是，约9/11后的退伍军人中约有三分之一保留了军事身份的个人叙述，他们常常发现与民间社会（因而与平民事业）发生冲突。较早的关于退伍军人职业过渡的研究强调必须更好地理解和解构人力资源开发（HRD）的这一过渡过程。Schlossberg的成人过渡理论被用来强调以下观点：HRD的作用是减少过渡障碍并促进过渡策略。提供了四种启发式方法，作为组织人力资源开发从业人员在退伍军人职业身份冲突中的作用的基础：（a）您属于这里，（b）您在这里受到重视，（c）您在这里很安全，并且（d）您可以在这里壮成长。最后，我们为从业者和未来的研究进行了讨论。