隨著國防組織精實方案與募兵制的推行，我國退役軍人人數逐年上升，平均每年有八千至一萬名退伍官兵進入民間職場。這些退役軍人在服役期間累積了戰術規劃、後勤管理與領導統御等專業能力，但在轉換至民間職場時，卻常因軍事專長無法有效轉譯、領導風格與組織文化存在落差，而面臨就業不穩定、薪資下降與適應困境。如何確保退役軍人「適才適所」成為當前重要課題。
文獻回顧顯示，國內外研究普遍指出退役軍人職涯轉換的挑戰主要來自三個面向：其一，軍事專長雖高度專業化，卻缺乏對應的民間證照與標準化轉譯機制；其二，軍事領導多強調命令服從與層級化管理，與民間職場強調彈性協作與共識決策存在落差；其三，社會偏見與雇主認知亦限制了退役軍人的就業機會。國際經驗如美國 TAP、英國 CTP 等計畫，則透過「技能翻譯平台」與「文化適應訓練」來縮減落差，值得台灣參考。
研究方法上，採質性取向，以詮釋學觀點為基礎，強調理解退役軍人的主觀經驗與情境脈絡。研究透過目的性抽樣選取不同軍種、階級與年資背景的退役軍人進行深度訪談，訪談大綱涵蓋適才適所經驗、軍事專長轉譯困境、以及領導風格與組織文化的調適過程。資料將以主題分析法處理，並輔以三角檢證與反思策略，以確保研究的信效度。
本研究期望補足現有文獻偏重描述而缺乏理論整合的不足，進一步提出軍事專長轉譯性與領導風格調適對退役軍人再就業的重要性，並對退輔政策與企業人力資源管理提出具體建議。

With the implementation of Taiwan’s military downsizing policies and the transition to an all-volunteer force， the number of retired service members has steadily increased. How to facilitate their smooth transition into the civilian labor market has become a crucial issue in human resource management and public policy. Although veterans accumulate highly specialized military skills and leadership experience during service， these competencies are often not easily recognized or effectively translated into civilian job requirements. In addition， the command-oriented leadership style prevalent in the military may conflict with the collaborative and flexible culture of civilian organizations， resulting in challenges of misalignment and limited career opportunities. Previous studies have highlighted veterans’ difficulties in skill mismatch， social adaptation， and employer prejudice， all of which affect their career stability and satisfaction.
This study focuses on the issue of veterans’ reemployment and person–job fit， emphasizing two key dimensions: the translatability of military skills and the adaptation of leadership styles. Adopting a qualitative research approach grounded in interpretivism， this research collects data through semi-structured， in-depth interviews with veterans of diverse service branches， ranks， and ages. The data will be analyzed using thematic analysis to capture how veterans interpret and negotiate their reemployment experiences. Participants are recruited through purposive sampling to ensure heterogeneity and data richness， thereby providing comprehensive insights into the challenges and strategies of transition.
The contribution of this study is twofold. Academically， it integrates the perspectives of military skill translation and leadership style adjustment， filling the gap in existing literature that often emphasizes structural descriptions while neglecting veterans’ subjective experiences. Practically， the findings aim to inform policy makers and employers by proposing mechanisms such as standardized skill translation platforms and cultural adaptation programs， ultimately assisting veterans in achieving better person–job fit， enhancing career stability， and promoting social integration.

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