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American Journal of  Environmental
Economics (AJEE)

Optional and Mandatory Retirement Among Philippine National Police (PNP) Person-
nel in Police Regional Office (Pro) Mimaropa  

Loida I. Mendoza1*

Volume 4 Issue 1, Year 2025
ISSN: 2833-7905 (Online)

DOI: https://doi.org/10.54536/ajee.v3i1.5649
https://journals.e-palli.com/home/index.php/ajee

Article Information ABSTRACT

Received: July 01, 2025

Accepted: August 07, 2025

Published: September 12, 2025

This study explored and compared the perceived quality of  life after optional retirement and 
mandatory retirement among Philippine National Police (PNP) personnel in Police Regional 
Office (PRO) MIMAROPA as a basis for the development of  a Retirement Decision-Making 
Framework. The study used an explanatory sequential mixed-methods design, starting with 
quantitative data collection through surveys and followed by qualitative interviews for deeper 
understanding. The quantitative phase involved 157 retired PNP personnel selected through 
simple random sampling. The research instrument is a researcher-made questionnaire validated 
and tested for reliability. Data were analyzed using descriptive statistics, t-tests, and regression 
analysis. Results revealed that both compulsory and optional retirement affect post-retirement 
life in different ways. Support services must consider individual needs for effective retirement 
planning. 

INTRODUCTION
Retirement for government employees is a transition 
that marks the end of  an individual’s formal career in 
public service. The concept of  retirement may differ for 
different individuals; some prefer to hold on the present 
retirement age or at times would even want to retire a 
little later. They defend their stand by saying that they are 
still capable of  effective performance. However, studies 
also show that an increasing number of  individuals are 
starting a trend towards early retirement. Whichever their 
stand may be, one thing remains, that the workers must 
feel ready and willing to retire when they do. Psychological 
consequences of  retirement as a whole should be positive. 
The family relations dictates the satisfaction in retirement 
since not only the family members are the most affected 
in the process, but it is also true that they will be the ones 
supporting the retiree in this transition. Being cut from the 
people who constitute the bulk of  social acquaintances 
may cause shock to some retirees, but studies suggest 
that a good way to socialize is to join social organizations. 
For those who had been economically independent for 
forty-five (45) to fifty-five (55) years, retirement may be 
frightening because of  the possibility of  not being able to 
sustain oneself  and one’s family.
Globally, retirement policies often aim to balance 
workforce renewal and retirees’ welfare. For instance, 
phased retirement schemes in the United States are 
designed to offer employees a gradual transition from 
full-time employment to retirement. Unlike the traditional 
concept of  abruptly ceasing work, phased retirement 

Keywords

Mandatory Retirement, Optional 
Retirement, Perceived Quality of  
Life, Philippine National Police 
(PNP) Personnel, Police Regional 
Office (PRO) MIMAROPA, 
Retirement Decision-Making 
Framework

1 Mindoro State University, Philippines
* Corresponding author’s e-mail: loydamendo282000@gmail.com

allows individuals to reduce their working hours over a 
defined period while maintaining a portion of  their income 
and employment benefits. This approach provides older 
workers with greater flexibility, enabling them to ease into 
retirement at their own pace. According to Szinovacz 
(2020), these programs are particularly beneficial for 
employees who may not be ready—financially or 
emotionally—to leave the workforce entirely. They 
also allow organizations to retain experienced workers, 
leveraging their knowledge and expertise while helping 
younger employees transition into key roles. Phased 
retirement is increasingly viewed as a practical solution to 
address the challenges of  an aging workforce, workforce 
retention, and the evolving needs of  employees in the 
later stages of  their careers.
On the other hand, flexible pension plans in Europe 
reflect a more adaptable approach to retirement 
financing, tailored to meet the diverse financial needs of  
retirees. Unlike rigid pension structures, flexible plans 
offer retirees the ability to adjust their pension income 
based on individual circumstances, such as changes in 
health, family responsibilities, or financial goals. Schelkle 
(2020) highlights how these systems allow retirees to 
decide when and how they access their pension funds, 
providing financial security while accommodating 
different lifestyles and preferences. In practice, this 
means retirees can opt for lump-sum withdrawals, steady 
monthly disbursements, or variable payments depending 
on their needs. These adaptable frameworks not only 
empower retirees with greater control over their finances 



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but also respond to demographic and economic changes, 
such as increased life expectancy and evolving retirement 
patterns.
Government employees in the Philippines are subject to 
a compulsory retirement age of  65 years, although optional 
retirement can occur earlier, typically after 15 years of  
service. This policy aims to balance the workforce’s needs 
with the benefits provided to retirees, which include 
monthly pensions based on years of  service and rank. For 
police personnel, the retirement age is set at 56 years for 
uniformed officers, reflecting the physically demanding 
nature of  their roles. The retirement benefits for police 
officers can be substantial, with pensions calculated as a 
percentage of  their base pay and longevity pay, increasing 
with additional years of  service. However, the retirement 
experience vary between government employees and 
police personnel due to differences in job stressors, 
societal perceptions, and available support systems post-
retirement. Police Officers face unique challenges such as 
mental health issues related to their service experiences 
and a potential lack of  community integration after 
leaving active duty make their retirement journey distinct 
from that of  other government employees. 
The mandatory retirement age of  56 years old is in line 
with the National Police Commission (NAPOLCOM) 
Resolution No. 91-18, which states that any PNP member 
who has reached the maximum compulsory retirement 
age of  56 shall be compulsorily retired. Compulsory 
retirement is a policy governing the retirement of  
government personnel, particularly those in uniformed 
services such as the police. For uniformed personnel, 
compulsory retirement occurs upon reaching the age of  
fifty-six (56). This age limit is established to ensure that 
officers transition out of  active duty at a point where they 
may still have opportunities for personal and professional 
development in their post-service lives. The rationale 
behind this policy is multifaceted; it aims to maintain 
a dynamic and physically capable workforce within the 
police force while also addressing the mental and physical 
demands of  law enforcement. 
Meanwhile, optional retirement in the Philippine 
National Police (PNP) refers to the choice given to PNP 
personnel to retire from service before reaching the 
mandatory retirement age. Optional retirement provides 
an alternative pathway for government personnel who 
wish to retire before reaching the compulsory retirement 
age. Under this provision, both officers and non-officers 
can opt for retirement after accumulating at least twenty 
(20) years of  satisfactory active service. This is to make 
a personal choice regarding their retirement based on 
their circumstances, aspirations, and readiness for life 
beyond their careers in public service. The process 
requires the approval of  the National Police Commission 
(NAPOLCOM), ensuring that retirements are managed 
systematically and that individuals meet specific criteria 
before exiting the service.
The ability to retire optionally after two decades of  
service offers several benefits to personnel. It recognizes 

the dedication and commitment of  employees who have 
invested significant time in their roles while providing 
them with flexibility to pursue new opportunities or 
personal interests earlier in life. This can be particularly 
appealing for those who may wish to transition into new 
careers, engage in further education, or focus on family 
commitments. Additionally, optional retirement can 
serve as a motivational factor for personnel, encouraging 
them to maintain high performance levels throughout 
their careers, knowing that they have the opportunity 
to retire early if  they choose. This provision not only 
supports individual career planning but also contributes 
to workforce management within government agencies 
by allowing for periodic renewal and adaptation of  skills 
within the ranks.
Currently, majority of  the studies focused on Attitudes 
and Retirement Planning Behaviours (Censoro, 
2023; Kadir et al., 2020; Rokhman, 2021), retirement 
expectations (Crawford et al., 2020), and influence of  
financial literacy on retirement planning (Dhlembeu et al., 
2022). There is a notable absence of  research focused on 
how socio-demographic factors, such as age, rank, and 
length of  service, specifically impact the perceived quality 
of  life after retirement—both optional and mandatory. 
Importantly, there is a significant gap in the comparative 
analysis of  the perceived quality of  life between those 
who choose optional retirement and those who undergo 
mandatory retirement among PNP personnel in PRO 
MIMAROPA. 
The intensified research gap in this study is the limited 
understanding of  how socio-demographic factors, 
personal motivations, and career satisfaction influence 
the perceived quality of  life of  Philippine National Police 
(PNP) personnel after retirement. Existing literature lacks 
a focused examination of  the unique experiences of  law 
enforcement personnel, particularly the comparative 
outcomes of  optional versus mandatory retirement. 
This gap is important to fill because retirement policies 
for uniformed personnel, such as the National Police 
Commission’s (NAPOLCOM) mandatory retirement age 
of  56, are designed primarily for workforce management 
rather than ensuring the individual’s readiness or post-
retirement quality of  life. The absence of  in-depth analysis 
on factors like health expectations, family relationships, 
and social activities post-retirement leaves a void that the 
government need to address to improve retirees’ overall 
well-being.
With the foregoing discussions above, this study 
determined the socio-demographic profile of  the 
respondents in terms of  age, rank, and length of  service; 
perceived quality of  life after optional and mandatory 
retirement of  the respondents in terms of  health 
expectations, family relationships, and social activities. 
Also, this study assessed the significant difference 
between the assessment of  the respondents on their 
perceived quality of  life after optional retirement and 
perceived quality of  life after mandatory retirement. In 
addition, how personal motivations, career satisfaction, 



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and future aspirations shape the decision-making process 
of  PNP personnel regarding retirement was assessed.

MATERIALS AND METHODS
Research Design
This study utilized a descriptive- comparative and 
correlational research design. The socio-demographic 
profile of  the respondents in terms of  age, rank, and 
length of  service; and the extent of  perceived quality 
of  life after optional and mandatory retirement of  the 
respondents in terms of  health expectations, family 
relationships, and social activities were described.
The quantitative comparative research technique was 
used in this study to determine the significant difference 
between the assessment of  the respondents on their 
extent of  perceived quality of  life after optional retirement 
and extent of  perceived quality of  life after mandatory 

retirement.
The quantitative correlational research technique was used 
in this study to understand how the socio-demographic 
profile of  the respondents influenced their extent of  
perceived quality of  life after optional and mandatory 
retirement.

Population, Sample Size, and Sampling Technique
For the quantitative case, the respondents of  this study 
were 157 individuals consisting of  two main groups. The 
respondents included retired PNP personnel who left the 
service between 2022 and 2024. This group encompassed 
35 individuals who had opted for compulsory retirement 
and 122 individuals who had undergone optional 
retirement during this period. The respondents were 
selected using simple random sampling through the 
Raosoft Sample Size Calculator.

Table 1: Distribution of  Respondents
Particulars 2022 2023 2024 Total Population Sample Size
Compulsory 16 6 16 38 35
Optional 95 19 64 178 122
Total 111 25 80 216 157

Data Gathering Procedure
A set of  procedures guided the researcher in gathering 
all the pertinent data needed for this research. A letter 
was sent for approval to the Officer-in-Charge, PNP 
Retirement and Benefits Unit, PRO MIMAROPA. Upon 
receiving consent, the researcher distributed the survey 
questionnaires personally and via Google Forms. Analysis 
and interpretation were done to discuss the results and 
formulate conclusions and recommendations.

Research Instrument
The researcher used a researcher-made questionnaire 
to determine the socio-demographic profile of  the 
respondents in terms of  age, rank, and length of  service; 
and the extent of  perceived quality of  life after optional 
and mandatory retirement of  the respondents in terms 
of  health expectations, family relationships, and social 
activities.
The survey questionnaire was divided into three sections. 
The first part contained the socio-demographic profile 
of  the respondents in terms of  age, rank, and length 
of  service. The second part asked about the extent 
of  perceived quality of  life after optional retirement 
of  the respondents in terms of  health expectations, 
family relationships, and social activities. The third part 
asked about the extent of  perceived quality of  life after 
mandatory retirement of  the respondents in terms of  the 
same areas.

Validity and Reliability
The validity of  the instruments was evaluated to ascertain 
their excellent quality. It was crucial to assess the consistency 
and correctness of  the research tools. The researcher 

created a prototype questionnaire about perceived quality 
of  life after mandatory retirement to ensure validity, and 
the items were designed to accurately reflect perceived 
quality of  life after optional and mandatory retirement. 
Experts reviewed all the questionnaire items for readability, 
clarity, and comprehensiveness before agreeing on which 
ones should be included in the final questionnaire. The 
researcher asked the opinion of  three experts for content 
validation. These experts held a master’s degree in public 
administration and were experts in the English language 
to check grammar and sentence construction. Following 
the experts’ recommendations, the survey questionnaire 
was appropriately amended. To enhance and support the 
instrument’s content, the researcher incorporated and 
adjusted it in response to the comments and suggestions.
Reliability was evaluated using test-retest procedures. 
The instrument was tested on 10 non-respondents of  
the study and was administered again to the same set of  
individuals at separate times 10 days apart. Pearson’s r was 
applied to investigate reliability in greater detail.
The reliability test results for the perceived quality of  life 
after optional retirement show strong internal consistency 
across all measured areas. The alpha value for Health 
Expectations is 0.946, which indicates a very high level 
of  reliability, suggesting that the items used to measure 
retirees’ health expectations are consistently aligned 
and effectively capture this dimension. Similarly, Family 
Relationships recorded an alpha value of  0.854, which, 
although slightly lower, still falls within the reliable range, 
meaning that the questions regarding family interactions 
and support are coherent and dependable in reflecting 
retirees’ perceptions. The Social Activities area yielded 
an alpha value of  0.918, again confirming high reliability, 



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showing that the items related to social engagements, 
participation, and community involvement after optional 
retirement are measuring consistently.
For the perceived quality of  life after mandatory 
retirement, the reliability values are also very strong. 
Health Expectations yielded an alpha value of  0.937, 
which points to excellent internal consistency and 
indicates that the scale reliably measures retirees’ health 
outlook and expectations. Family Relationships obtained 
an alpha value of  0.914, showing a solid and reliable 
measurement of  family dynamics and interactions in the 
context of  mandatory retirement. The Social Activities 
domain produced the highest alpha value among all areas 
at 0.961, reflecting exceptionally high internal consistency 
and confirming that the questions effectively capture 
retirees’ social involvement and activity levels after 
mandatory retirement.

Table 2: Reliability Test Result
Areas a l p h a 

value
Intepretation

Perceived Quality of  Life after Optional Retirement
Health Expectations 0.946 Reliable
Family Relationships 0.854 Reliable
Social Activities 0.918 Reliable
Perceived Quality of  Life after Mandatory Retirement
Health Expectations 0.937 Reliable
Family Relationships 0.914 Reliable
Social Activities 0.961 Reliable

Table 3: 4-Point Likert Scale for the Assessment of  the 
Perceived Quality of  Life After Optional Retirement 
Option Score Range Description
4 3.50 – 4.00 Great Extent
3 2.50 – 3.49 Moderate Extent
2 1.50 – 2.49 Slight Extent
1 1.00 – 1.49 Least Extent

Table 4: 4-Point Likert Scale for the Assessment of  the 
Perceived Quality of  Life After Mandatory Retirement 
Option Score Range Description
4 3.50 – 4.00 Great Extent
3 2.50 – 3.49 Moderate Extent
2 1.50 – 2.49 Slight Extent
1 1.00 – 1.49 Least Extent

Scaling and Interpretation
The researcher used a 4-point Likert scale, which required 
the respondents to indicate a degree of  agreement or 
figure disagreement with each of  a series of  statements 
about the stimulus objects. Table 3 presented the scale 
and its interpretation for the assessment of  the extent 
of  perceived quality of  life after optional retirement of  
the respondents in terms of  health expectations, family 
relationships, and social activities being practiced.

Table 4 presents the scale and its interpretation for the 
assessment of  the extent of  perceived quality of  life after 
mandatory retirement of  the respondents in terms of  health 
expectations, family relationships, and social activities.

Data Analysis
Frequency and percentage were used to summarize the 

socio-demographic profile of  the respondents in terms 
of  age, rank, and length of  service. Mean was utilized 
to summarize the socio-demographic profile of  the 
respondents in terms of  age, rank, and length of  service, 
as well as the extent of  perceived quality of  life after 
optional and mandatory retirement in terms of  health 
expectations, family relationships, and social activities. 
Mean was computed by dividing the sum of  the products 
of  each observed value and the number of  times it 
occurred by the total number of  observations.
Further, Multiple Linear Regression was utilized to 
determine how the socio-demographic profile of  the 
respondents influenced their extent of  perceived quality 
of  life after optional retirement. Meanwhile, the t-test was 
utilized to determine significant differences between the 
respondents’ assessments of  their extent of  perceived 
quality of  life after optional retirement and after 
mandatory retirement.

Ethical Considerations
This study followed ethical standards and the provisions 
of  Republic Act No. 10173 or the Data Privacy Act of  
2012. The purpose of  the study was explained clearly 
to all participants. They joined the study voluntarily 
and were told they could stop at any time without any 
consequences. 
To ensure no harm came to the participants, the interview 
questions were carefully designed to avoid distress. If  
any participant felt uncomfortable, help and support 
were made available. Permission from proper authorities 
was secured before the start of  data collection. The 
researcher also respected the culture and background of  
all respondents.
Data collected were kept private and secure. Personal 
information was not linked to the responses. Only the 
researcher had access to the data. The files were stored 
in password-protected folders. After the study ended, the 
data were archived properly following data protection 
guidelines. The participants were also informed about the 
benefits of  the study. 

RESULTS AND DISCUSSION
1. Socio-Demographic Profile of  the Respondents. 

This section presents the socio-demographic profile of  
the respondents in terms of  age, rank, length of  service, 
civil status, type of  family, highest educational attainment, 
and salary grade. 
Age. Table 1 shows the socio-demographic profile of  the 
respondents in terms of  age.



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Table 5: Age

age
Compulsory Optional
Counts % of  Total Cumulative % Counts % of  Total Cumulative %

41–45 years old 0 0 % 0 % 19 15.6 % 15.6 %
46–50 years old 0 0 % 0 % 34 27.9 % 43.4 %
51–55 years old 0 0 % 0 % 69 56.6 % 97.5 %
56 years old and above 35 100 % 100.0 % 0 0 % 0 %

Table 6: Rank

rank
Compulsory Optional
Counts % of  Total Cumulative % Counts % of  Total Cumulative %

Police Lieutenant Colonel 
(PLTCOL)

4 11.4 % 80.0 % 12 9.8 % 97.5 %

Police Captain (PCPT) 7 20.0 % 20.0 % 33 27.0 % 77.9 %
Police Lieutenant (PLT) 1 2.9 % 68.6 % 6 4.9 % 82.8 %
Police Executive Master 
Sergeant (PEMS)

9 25.7 % 65.7 % 47 38.5 % 38.5 %

Police Chief  Master Sergeant 
(PCMS)

7 20.0 % 40.0 % 6 4.9 % 87.7 %

Police Senior Master Sergeant 
(PSMS)

4 11.4 % 100.0 % 3 2.5 % 100.0 %

Police Master Sergeant 
(PMSg)

3 8.6 % 88.6 % 15 12.3 % 50.8 %

The compulsory retirement group, as seen in Table 
1, shows a varied age distribution, with the largest 
proportion of  respondents falling in the 56 years old and 
above. This aligns with the findings of  Reluao et al. (2023), 
where the mandatory retirement age is a key factor in 
public sector employment. According to the Government 
Service Insurance System (2023), government employees 
in the Philippines are required to retire by age 65, with the 
option for early retirement at 60. This also reinforce the 
idea that the 56 years old and above group is nearing the 
required retirement age (Government Service Insurance 
System, 2023).
This age profile is consistent with the ongoing legislative 
discussions about the mandatory retirement age in the 
Philippines. The proposed changes to lower the optional 
retirement age from 60 to 56 (Republic of  the Philippines, 
2023) could significantly impact this group. Such changes 
might make early retirement more accessible, providing 
individuals in this age range with more flexibility and 
financial independence, as highlighted by the policy 
recommendations of  Censoro and Hasani (2023).
For the optional retirement group, the age distribution 
also reveals some key trends. The 51–55 years old 
group constitutes the largest portion, with 56.6% of  
the respondents. This suggests that most individuals 
who opt for voluntary retirement are in their early 50s, 
aligning with findings from Reluao et al. (2023), where 
early retirement offers the chance for individuals to focus 

on personal hobbies, family, and financial independence. 
The 46–50 years old group follows closely, comprising 
27.9% of  the respondents. This indicates that many PNP 
personnel in this age range also choose to retire early, 
perhaps influenced by factors such as career satisfaction, 
financial readiness, or personal goals. The 41–45 years 
old category makes up 15.6% of  the sample, showing 
that some individuals in their early 40s consider early 
retirement as well, although this is less common than 
those in their 50s.
The optional retirement group predominantly consists of  
individuals in their early 50s, a trend that reflects the desire 
for financial freedom, personal time, and better quality 
of  life. This trend is supported by studies suggesting 
that greater retirement packages and incentives could 
encourage earlier retirements, as emphasized by Censoro 
and Hasani (2023). Additionally, the smaller proportion 
of  individuals in the 56 years old and above group in 
the optional retirement category suggests that most 
personnel in the PNP choose to retire before reaching 
this age, a decision influenced by a combination of  
personal readiness and the evolving retirement policies 
in the country. The policies surrounding retirement in 
the Philippines, including the potential reduction of  the 
optional retirement age, have a clear influence on these 
trends, providing individuals more flexibility in their 
decision-making processes (Reluao et al., 2023; Republic 
of  the Philippines, 2023; Censoro & Hasani, 2023).



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Rank
Table 2 presents the socio-demographic profile of  the 
respondents in terms of  their rank, as assessed by the PNP 
personnel in Police Regional Office (PRO) MIMAROPA.
The rank distribution of  PNP personnel in the compulsory 
retirement group shows that most respondents are in 
mid-level to higher ranks. The Police Executive Master 
Sergeant (PEMS) rank stands out, comprising 25.7% of  
the respondents, representing 9 individuals. This suggests 
that a significant portion of  those nearing compulsory 
retirement hold this senior non-commissioned officer 
position, possibly due to their long tenure in service. 
Both the Police Captain (PCPT) and Police Chief  Master 
Sergeant (PCMS) ranks account for 20% each, with 7 
respondents in each category. These figures indicate 
that many individuals nearing compulsory retirement in 
the PNP are also in leadership positions, which come 
with added responsibilities, leading them to retire once 
they reach the mandatory retirement age. The Police 
Lieutenant Colonel (PLTCOL) rank comprises 11.4% 
of  the sample, showing that some mid-level officers are 
approaching the mandatory retirement age. Other ranks, 
such as Police Master Sergeant (PMSg) and Police Senior 
Master Sergeant (PSMS), account for smaller percentages 
but still reflect a presence in the compulsory retirement 
group. These findings align with Reluao et al. (2023), 
who highlighted that as employees approach retirement 
age, especially in leadership roles, they are more likely to 
retire to make space for younger generations, which is 
especially pertinent in the context of  the PNP and other 
sectors like public service.
In the optional retirement group, there is a noticeable 
difference in the rank distribution compared to the 
compulsory retirement group. The Police Executive 
Master Sergeant (PEMS) rank is the largest category, 
comprising 38.5% of  the respondents, or 47 individuals. 
This suggests that many senior non-commissioned 
officers in the PNP opt for early retirement, likely due to 
a combination of  personal readiness and the opportunity 

for financial independence, as noted by Censoro and 
Hasani (2023) in their discussion on the incentives 
of  early retirement. The Police Captain (PCPT) rank 
follows closely, making up 27% of  the sample with 33 
respondents. This indicates that a significant number 
of  mid-level officers also opt for early retirement when 
given the option, possibly due to a desire for personal 
time, hobbies, or family, a sentiment echoed in studies 
on retirement planning (Reluao et al., 2023). Other ranks, 
such as Police Lieutenant Colonel (PLTCOL), Police 
Master Sergeant (PMSg), and Police Senior Master 
Sergeant (PSMS), show smaller proportions in the 
optional retirement group, suggesting that while these 
ranks also retire early, it is less common compared to 
the higher-ranking officers. The fact that 6 Police Chief  
Master Sergeants (PCMS) and 6 Police Lieutenants (PLT) 
are also part of  the optional retirement group suggests 
that individuals in these ranks still see the benefits of  
retiring early when provided with adequate incentives, 
such as better retirement packages and financial planning 
support (Censoro & Hasani, 2023).
The rank distribution between the compulsory and 
optional retirement groups reveals that in the compulsory 
retirement group, there is a higher concentration of  
personnel in leadership and senior non-commissioned 
officer ranks, such as PEMS, PCPT, and PCMS. These 
individuals are approaching the mandatory retirement 
age and are likely retiring due to the age restrictions. On 
the other hand, in the optional retirement group, a larger 
proportion of  respondents belong to the PEMS and PCPT 
ranks, indicating that many higher-ranking officers are 
opting for early retirement, possibly for personal reasons 
such as health expectations, family time, and hobbies, as 
discussed in retirement planning studies (Reluao et al., 
2023; Censoro & Hasani, 2023). This difference in rank 
distribution highlights the varying motivations between 
those retiring due to mandatory requirements and those 
choosing early retirement for personal benefit.

Table 7: Length of  Service

length of  service
Compulsory Optional
Counts % of  Total Cumulative % Counts % of  Total Cumulative %

20 years 0 0 % 0 % 3 2.5 % 100.0 %
21 years 0 0 % 0 % 0 0 0
22 years 0 0 % 0 % 16 13.1 % 13.1 %
25 years 0 0 % 0 % 54 44.3 % 97.5 %
26–30 years 35 100 % 100.0 % 49 40.2 % 53.3 %

Length of  Service
Table 7 illustrates the length of  service of  the respondents, 
as assessed by the participants.
The length of  service distribution for PNP personnel 
in the compulsory retirement group indicates a strong 
concentration of  individuals who have served for 26–30 
years, accounting for 100% of  the sample. This suggests 
that many personnel in the compulsory retirement group 

have accumulated about 3 decades of  service and are 
likely within the latter stages of  their careers, close to 
retirement. The data supports findings from Reluao et al. 
(2023), which suggest that individuals nearing mandatory 
retirement experience job dissatisfaction or other 
challenges, which could influence their decision to retire 
when the opportunity arises.
In contrast, the optional retirement group shows a 



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significantly different pattern in terms of  length of  
service where 44.3% of  respondents have served 25 
years and 40.2% having served between 26–30 years. 
These figures reflect a tendency for police personnel 
to opt for early retirement after reaching the point of  
having accumulated significant years of  service. This 
supports the view from Hilary and Litsey (2019), which 
emphasized that some police officers voluntarily retire 
earlier than the mandatory retirement age due to job 
dissatisfaction or other personal reasons. In the case of  
optional retirement, individuals feel they have fulfilled 
their service requirements and are ready to transition into 
retirement, especially when they feel financially stable or 
have other opportunities to pursue.
Interestingly, there is a smaller representation of  
individuals in the 20–22 years service range, with only 
2.5% having served 20 years and 13.1% having served 
22 years. This shows that personnel in the optional 
retirement group tend to retire later in their careers, likely 
after reaching the threshold for eligibility but before the 
mandatory retirement age. The fact that no respondents 
have served for 21 years in the optional retirement group 
also points to a more gradual trend of  retiring after longer 
service periods, as opposed to earlier, more immediate 
retirements.
This distribution aligns with the findings of  Censoro 
and Hasani (2023), which highlight the benefits of  early 
retirement packages and financial incentives in motivating 

individuals to retire earlier, suggesting that some personnel 
in the optional retirement group have chosen to retire 
earlier due to these factors. These findings reinforce 
the notion that the optional retirement decision is often 
influenced by personal readiness, financial stability, and 
the desire for greater time for leisure or family pursuits, 
which are central motivations for early retirement.
The compulsory retirement group primarily consists of  
individuals who have served 25 to 30 years, reflecting 
their proximity to the mandatory retirement age. The 
distribution indicates that most compulsory retirees have 
significant work experience, typically accumulated over 
20 to 30 years. Meanwhile, the optional retirement group 
shows a similar trend, with many personnel having served 
for 25 to 30 years. However, the optional retirement 
group also reveals a more noticeable inclination for early 
retirement within the later stages of  service, as reflected 
by the larger portion of  respondents in the 25–30 years 
service range. These patterns show the differences 
between those retiring due to mandatory regulations 
versus those choosing to retire early for personal or 
financial reasons, as highlighted in Reluao et al. (2023) and 
Hilary and Litsey (2019).

Civil Status
Table 4 outlines the civil status of  the respondents, offering 
insights into how marital status affect the perceived quality 
of  life after both optional and mandatory retirement.

Table 8: Civil Status

civil status
Compulsory Optional
Counts % of  Total Cumulative % Counts % of  Total Cumulative %

Married 24 68.6 % 68.6 % 73 59.8 % 59.8 %
Single 5 14.3 % 82.9 % 15 12.3 % 100.0 %
Widowed 6 17.1 % 100.0 % 34 27.9 % 87.7 %

In the compulsory retirement group, the majority of  the 
respondents are married, with 24 individuals (68.6%) 
falling into this category. This indicates that marital 
status plays a significant role in the profiles of  personnel 
nearing mandatory retirement. Being married could affect 
the quality of  life after retirement, as many retirees often 
prioritize spending time with their families and making 
adjustments to ensure financial stability for their spouses 
and children. According to Censoro and Hasani (2023), 
financial education and retirement incentives, which can 
benefit those with dependents, are essential to prepare 
for a life beyond work. Furthermore, 6 respondents 
(17.1%) are widowed, suggesting that some individuals 
in this group face additional challenges post-retirement, 
such as emotional stress or changes in family dynamics. 
These widowed individuals be more dependent on their 
retirement benefits and financial planning to ensure a 
comfortable life after service. 5 respondents (14.3%) are 
single, representing a smaller portion of  the group. Single 
individuals experience a different set of  challenges after 
retirement, as they are not directly responsible for a family 

but still face issues related to social isolation or personal 
fulfillment, which can be influenced by early retirement 
packages (Censoro & Hasani, 2023).
In the optional retirement group, the distribution of  
civil status is somewhat similar, with a majority of  73 
respondents (59.8%) being married. This suggests that, 
like in the compulsory retirement group, the majority 
of  personnel who opt for early retirement are likely to 
have family responsibilities. This could impact their 
decisions to retire early, as they prioritize spending time 
with family and pursuing personal interests, as noted by 
Reluao et al. (2023), who highlighted that some employees 
consider early retirement for the opportunity to enjoy 
personal hobbies and family time. 34 respondents 
(27.9%) in this group are widowed, which is a significant 
proportion compared to the compulsory group. This 
could indicate that individuals who are widowed opt for 
retirement earlier to focus on personal well-being and 
address familial obligations, aligning with Censoro and 
Hasani’s (2023) point about the importance of  tailored 
support for retirees. Finally, 15 respondents (12.3%) 



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are single, representing a smaller portion of  the group. 
Single individuals may be more flexible in their retirement 
decisions, though they might face different challenges, 
such as potential social isolation, as they do not have a 
spouse or children to support them post-retirement. 
According to Hilary and Litsey (2019), social factors such 
as these can influence retirement decisions, as individuals 
with less social support might experience different 
emotional and financial outcomes in retirement.
The civil status of  PNP personnel in both compulsory and 
optional retirement groups provides important insights 
into how marital status influence their perceptions of  
life after retirement. Those who are married are likely 
to prioritize family well-being, while widowed or single 

individuals have different emotional and financial 
considerations. These findings align with studies that 
emphasize the need for specialized retirement planning 
that accounts for personal circumstances, such as family 
dynamics, in order to ensure a smooth transition into 
retirement (Censoro & Hasani, 2023; Reluao et al., 2023).

Type of  Family
Table 5 presents the type of  family structure of  the 
respondents, as assessed by the participants in the study. 
The type of  family play a role in understanding the 
support systems and relationships that contribute to the 
respondents’ quality of  life post-retirement.

Table 9: Type of  Family

type of  family
Compulsory Optional
Counts % of  Total Cumulative % Counts % of  Total Cumulative %

Extended family (includes 
relatives like grandparents, 
uncles, etc.)

1 2.9 % 2.9 %  0 0 0 

Nuclear family (parents and 
children)

27 77.1 % 80.0 % 88 72.1 % 72.1 %

Single-parent family 7 20.0 % 100.0 % 34 27.9 % 100.0 %

The type of  family in the compulsory retirement group 
shows that the majority of  respondents belong to nuclear 
families, which consist of  parents and children. This 
group makes up 77.1% of  the respondents, indicating 
that most individuals in the compulsory retirement group 
have their primary family unit as their support system. 
A nuclear family structure is often seen as more self-
contained, which could play a role in the post-retirement 
quality of  life for these individuals. The presence of  a 
nuclear family suggests that retirees focus on spending 
more time with their immediate family members, such 
as children, post-retirement, potentially enhancing their 
sense of  support and stability.
In addition, 20% of  the respondents belong to a single-
parent family, indicating that some individuals in the 
compulsory retirement group have primary caregiving 
responsibilities, which influence their retirement plans 
and the quality of  life afterward. The single-parent family 
structure result in unique challenges for retirement, such 
as balancing caregiving responsibilities with the desire 
for personal time or leisure. This aligns with the findings 
of  Censoro and Hasani (2023), who highlighted that 
financial independence and family time are significant 
considerations in retirement planning. Only 2.9% of  
respondents in the compulsory retirement group belong 
to an extended family, where additional relatives such as 
grandparents or uncles are part of  the household. This 
suggests that extended family structures are less common 
in this group, but for those who do belong to such 
families, additional support from relatives play a role in 
their retirement planning.
For the optional retirement group, the family structure is 

similarly dominated by the nuclear family type, with 72.1% 
of  respondents belonging to this structure. Similar to the 
compulsory retirement group, this indicates that most 
individuals who opt for early retirement have immediate 
family members, such as children, as their main source of  
support. However, the proportion is slightly lower than 
in the compulsory retirement group, which suggest that 
individuals in the optional retirement group are slightly 
less reliant on their nuclear family and are seeking greater 
personal freedom or opportunities for self-discovery 
after retirement.
A notable difference in the optional retirement group 
is the higher percentage of  single-parent families, 
which accounts for 27.9% of  the respondents. This is 
significantly higher than in the compulsory retirement 
group, and it highlights that a considerable portion of  
those opting for early retirement face the responsibility 
of  managing their family on their own. This could be 
a driving factor in their decision to retire early, as they 
prioritize spending time with their children or meeting 
family needs. The lack of  extended family structures (0%) 
in the optional retirement group further emphasizes the 
increased reliance on the nuclear family and, in particular, 
the single-parent family type. These family dynamics are 
important to consider, as they could influence both the 
decision-making process regarding retirement and the 
overall experience of  life after retirement.
In both the compulsory and optional retirement groups, 
the nuclear family structure is predominant, reflecting the 
central role that immediate family members play in the 
lives of  PNP personnel. However, there is a noticeable 
difference in the single-parent family representation, 



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with the optional retirement group showing a higher 
percentage of  single-parent households. This could 
reflect different motivations for early retirement, such 
as the need for more time to care for children or other 
familial responsibilities. The presence or absence of  
extended families further shapes retirement planning, 
with compulsory retirees showing a slight presence of  
extended family support, while the optional retirees 
have no representation in this category, possibly seeking 
more personal freedom after retirement. These findings 

align with the broader concepts of  retirement planning 
discussed by Censoro and Hasani (2023) and Reluao et al. 
(2023), who emphasized the importance of  family support 
and financial independence in retirement decisions.

Highest Educational Attainment
Table 10 displays the highest educational attainment 
of  the respondents, which is an important factor 
in determining how education level influence post-
retirement life quality.

Table 10: Highest Educational Attainment
highest educational 
attainment

Compulsory Optional
Counts % of  Total Cumulative % Counts % of  Total Cumulative %

Bachelor’s Degree 24 68.6 % 68.6 % 74 60.7 % 60.7 %
Doctorate Degree 4 11.4 % 80.0 % 33 27.0 % 87.7 %
Master’s Degree 7 20.0 % 100.0 % 15 12.3 % 100.0 %

The highest educational attainment of  PNP personnel 
in the compulsory retirement group reveals that the 
majority of  respondents have earned a Bachelor’s Degree, 
comprising 68.6% of  the sample. This indicates that 
most individuals in this group have a solid educational 
foundation, which could influence their career satisfaction 
and readiness for retirement. Having a bachelor’s 
degree suggest that these officers are well-prepared 
for transitioning into post-retirement life, potentially 
enabling them to engage in activities like further studies, 
professional development, or other post-service careers. 
A smaller proportion, 20%, have obtained a Master’s 
Degree, while 11.4% hold a Doctorate Degree. The 
presence of  individuals with advanced degrees, especially 
doctoral qualifications, imply that some officers are highly 
educated, which could support their continued engagement 
in specialized roles or post-retirement ventures, such as 
consulting or teaching. In line with the findings of  Reluao 
et al. (2023), the importance of  having financial literacy 
and educational awareness is highlighted, as these factors 
play a crucial role in preparing individuals for retirement. 
Moreover, educated individuals are better equipped to 
navigate post-retirement challenges, such as adapting to a 
change in lifestyle and pursuing new opportunities.
In the optional retirement group, the highest educational 
attainment is similarly skewed towards those with a 
Bachelor’s Degree, as 60.7% of  the respondents in this 
group fall into this category. Although a lower percentage 
than the compulsory retirement group, this still indicates 
that a significant portion of  individuals opting for early 
retirement have obtained at least an undergraduate 
education. The Doctorate Degree category has a higher 
representation in the optional retirement group, with 
27% of  respondents holding this advanced qualification. 
This suggest that those in the optional retirement group 
are more likely to have specialized education, which 
could provide them with the opportunity to transition 
smoothly into different professional pursuits or even 
entrepreneurship post-retirement. On the other hand, 

12.3% of  respondents have a Master’s Degree, which is 
the least common qualification in the group. The higher 
proportion of  individuals with doctorate degrees in the 
optional retirement group also reflect their readiness to 
retire early due to the financial independence that could 
come from their education and career experiences. These 
findings resonate with the conclusions of  Censoro and 
Hasani (2023), who emphasize that education plays a 
key role in retirement planning and that more educated 
individuals might be more prepared to retire early, 
provided they have adequate financial resources and 
retirement packages in place.
Both the compulsory and optional retirement groups 
show significant proportions of  individuals with a 
Bachelor’s Degree, with the compulsory group having 
a slightly higher percentage. The presence of  Master’s 
Degree and Doctorate Degree holders in both groups 
suggests that many PNP personnel are highly educated, 
which could support their post-retirement engagement 
in meaningful activities. The emphasis on education as 
a tool for enhancing post-retirement life quality aligns 
with the findings of  Reluao et al. (2023), who stressed 
the importance of  planning and knowledge transfer in 
retirement decisions. This aligns with the argument that 
individuals with higher educational attainment have better 
access to career alternatives and resources to manage the 
transition into retirement, thus contributing to a more 
satisfying post-retirement life. Additionally, the findings 
in both retirement groups underscore the importance 
of  providing financial and educational support to help 
retirees make informed decisions about their future, as 
noted by Censoro and Hasani (2023). These insights 
are relevant for developing retirement frameworks that 
consider educational backgrounds as one of  the key 
factors for planning a successful transition from active 
service to retirement.

Salary Grade
Table 7 presents the salary grade of  the respondents, 



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which could impact the perceived financial stability and overall quality of  life after retirement.

Table 11: Salary Grade

salary grade
Compulsory Optional
Counts % of  Total Cumulative % Counts % of  Total Cumulative %

Salary Grade 16–18 10 28.6 % 28.6 % 9 7.4 % 100.0 %
Salary Grade 19–21 13 37.1 % 65.7 % 64 52.5 % 52.5 %
Salary Grade 22–24 8 22.9 % 88.6 % 31 25.4 % 77.9 %
Salary Grade 25 and above 4 11.4 % 100.0 % 18 14.8 % 92.6 %

The salary grade distribution among compulsory 
retirement respondents indicates a significant spread 
across different pay grades. The Salary Grade 19–21 
group has the highest number of  respondents, with 13 
individuals, accounting for 37.1% of  the sample. This 
salary grade is typical for personnel with moderate 
experience, which aligns with individuals nearing 
mandatory retirement. The Salary Grade 16–18 group 
follows, consisting of  10 respondents (28.6% of  the 
total), indicating that a considerable portion of  the 
compulsory retirees are in this lower pay grade. These 
personnel experience a greater financial adjustment 
upon retirement, as their salary are not as high as those 
in higher pay grades. The Salary Grade 22–24 category 
contains 8 respondents, or 22.9% of  the total, suggesting 
that some individuals in higher ranks are also approaching 
retirement. Finally, the Salary Grade 25 and above group 
comprises 4 respondents, representing 11.4% of  the total 
sample, which shows that the highest-ranking officers 
are also nearing the mandatory retirement age. The 
spread of  salary grades within the compulsory retirement 
group shows that individuals from various financial 
backgrounds will face retirement, with varying levels of  
financial preparedness.
This variation in salary grades may affect the financial 
stability of  those retiring, as those in lower salary grades 
(16–18) may face more financial challenges compared to 
those in higher salary grades (22–24 or 25 and above). 
The financial challenges faced by retirees are also reflected 
in the study of  Reluao et al. (2023), which discusses the 
need for financial literacy and better retirement planning 
to handle financial shocks and inadequate planning. 
The optional retirement group shows a different salary 
grade distribution, with a heavy concentration of  
respondents in the Salary Grade 19–21 category. This 
group comprises 64 respondents, making up 52.5% of  
the sample. These personnel are likely to retire earlier, 
often in their early 50s, which correlates with the higher 
salary grade they hold. The Salary Grade 22–24 group is 
the second largest, consisting of  31 respondents (25.4% 
of  the total). Individuals in this salary range are typically 
at mid-to-senior levels in their careers and likely to have 
higher retirement benefits and savings, which influence 
their decision to retire early.
The Salary Grade 25 and above group includes 18 
respondents, or 14.8% of  the total, showing that some 

high-ranking personnel also choose to retire voluntarily 
before reaching the mandatory retirement age. Finally, the 
Salary Grade 16–18 group has the smallest representation 
in the optional retirement sample, with only 9 
respondents, making up 7.4% of  the total. This suggests 
that lower-ranking personnel are less likely to opt for early 
retirement, potentially due to financial limitations or job 
satisfaction factors.
The varying salary grades in the optional retirement 
group point to differing levels of  financial stability, which 
can significantly impact the perceived quality of  life after 
retirement. Reluao et al. (2023) discuss how financial 
stability and retirement benefits influence the decision 
to retire early, noting that a more substantial retirement 
package could motivate individuals to retire earlier. Those 
in higher salary grades have greater financial security 
and view early retirement as an opportunity for financial 
independence, personal hobbies, and family time, as 
noted in the study by Censoro and Hasani (2023). 
The compulsory retirement group shows a broader 
spread across salary grades, with many individuals in 
the Salary Grade 19–21 range. This financial variability 
reflects the different levels of  financial stability among 
retiring personnel, where lower salary grades face more 
challenges in adjusting to post-retirement life. On the 
other hand, the optional retirement group is more 
heavily concentrated in the Salary Grade 19–21 range, 
with many individuals in higher salary grades, suggesting 
that these personnel are more likely to retire early due 
to greater financial security. The findings from both 
groups underscore the need for financial education, 
retirement planning, and incentives for early retirement, 
as discussed by Reluao et al. (2023) and Censoro and 
Hasani (2023), to ensure that personnel can transition 
smoothly into retirement, regardless of  their salary 
grade.
2. Perceived Quality of  Life After Optional Retirement. 
This section presents the extent of  perceived quality of  
life after optional retirement, as assessed by the PNP 
personnel in Police Regional Office (PRO) MIMAROPA. 
The focus is on health expectations, family relationships, 
and social activities.

Health Expectations
Table 12 shows the extent of  perceived health expectations 
after optional retirement, as assessed by the respondents.



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Table 12: Health Expectations

Items
Compulsory Optional
WM SD VI R WM SD VI R

1. Expresses confidence about 
maintaining physical health 
after retirement. 

3.20 0.68 ME 6 3.15 0.65 ME 6

2. Believes enough time exists 
to focus on improving health 
after retirement. 

3.69 0.47 GE 1.5 3.60 0.49 GE 3

3. Expects overall health to 
improve after retiring. 

3.60 0.50 GE 3 3.57 0.50 GE 4.5

4. Expresses concern about 
potential health issues arising 
after retirement. 

3.69 0.80 GE 1.5 2.63 0.73 ME 8

5. Anticipates staying 
physically active and fit during 
retirement years. 

3.60 0.50 GE 3 3.67 0.47 GE 2

6. Feels prepared to manage 
existing health conditions after 
retirement. 

2.66 0.47 ME 7 3.57 0.50 GE 4.5

7. Believes mental well-being 
improves after retiring from 
service. 

3.60 0.50 GE 3 3.83 0.38 GE 1

8. Expects to have regular 
access to healthcare services 
after retirement. 

2.66 0.80 ME 7 3.02 0.75 ME 7

Composite Mean 3.34 0.59 ME 3.38 0.56 ME
Legend: GE = Great Extent; ME = Moderate Extent; SE = Slight Extent; R = Rank

For PNP personnel who opted compulsory retirement, 
the highest perceived health expectation is regarding the 
belief  that there is enough time to focus on improving 
health after retirement, with a mean score of  3.69 and a 
standard deviation of  0.47 as well as expressing concern 
about potential health issues arising after retirement 
with a mean score of  3.69 and a standard deviation of  
0.80. The result shows that PNP personnel who retired 
compulsorily believe they will have more time to focus 
on their health after retirement. This belief  received the 
highest average rating. It means that many of  them expect 
to use their free time to improve their physical and mental 
well-being. Since retirement removes daily work stress 
and tight schedules, they now feel they can focus more on 
healthy activities like exercising, eating well, and getting 
regular check-ups.
They also expressed strong concern about possible health 
problems that may come after retirement. This concern 
had the same high average score. It shows that while they 
are hopeful about improving their health, they are also 
worried that retirement might bring new or worsening 
health issues. This fear may come from the idea that 
aging, less activity, or reduced income could make it 
harder to stay healthy. Both results suggest that health is 
a major concern and priority for retirees, especially those 
who were required to leave service at a specific age.
This result suggests that the respondents feel confident 

about having the opportunity to focus on their health 
once they retire. Such positive health expectations align 
with research by Eberhardt et al. (2022), who indicated 
that retirees often experience a positive shift in their 
health outlook when they are no longer constrained by 
the demands of  their previous work life.
The second highest score, with a mean of  3.60, and a 
standard deviation of  0.50, respectively, pertains to 
the expectation of  overall health improvement after 
retiring, anticipation of  staying physically active and fit 
during retirement years, and belief  that mental well-
being improves after retiring from service. Most of  the 
respondents believe that retirement will give them more 
time to focus on their physical and mental well-being. 
They think they can be more active, rest better, and take 
care of  their bodies once they are no longer working.
The anticipation of  staying fit and healthy during 
retirement may also come from the idea that stress from 
work will decrease. When people retire, they have fewer 
responsibilities and more control over their daily routines. 
This may help them eat better, exercise more, and get 
enough sleep, which can lead to improved health.
The belief  that mental well-being will improve is also 
likely linked to reduced work pressure. Retirement is 
seen as a time for rest, hobbies, and spending time with 
family and friends. These things can improve mood and 
reduce anxiety. That is why many participants believe that 



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retirement will lead to better health overall. 
This reflects an optimistic outlook, where compulsory 
retirees believe that stepping away from the pressures of  
their jobs will lead to better physical well-being. Similarly, 
Comi et al. (2022) highlight that some retirees expect 
improvements in their overall health due to the reduction 
in job-related stress, which may resonate with the feelings 
of  the respondents. Moreover, the awareness of  health 
concerns after retirement is not uncommon, as studies 
have shown that health risks can increase in the absence 
of  a structured work environment (Jiang et al., 2022). 
However, respondents are still confident that they will be 
able to manage any arising health issues.
On the other hand, the lowest score reflects respondents’ 
feelings about being prepared to manage existing health 
conditions after retirement and expectation to have 
regular access to healthcare services after retirement, 
with a score of  2.66 and a standard deviation of  0.47 
and 0.80, respectively. This score indicates that some 
personnel feel less prepared to deal with ongoing health 
issues after retirement. This might be due to the fact that 
many retirees struggle with the sudden shift in lifestyle 
and healthcare needs post-retirement, as noted by 
Parker (2022), who emphasized the ongoing adjustment 
challenges retirees face.
For the respondents who opted optional retirement, 
the highest health expectation relates to the belief  that 
mental well-being will improve after retirement, with a 
mean score of  3.83 and a standard deviation of  0.38. 
This indicates that respondents in the optional retirement 
group are most optimistic about the mental health 
benefits of  retirement, likely due to the relief  from work-
related stressors and a chance to engage in activities 
that promote well-being. This finding is consistent with 
Amorim et al. (2024), who found that retirees often report 
improved mental health once they are no longer bound 
by the pressures of  their work.
The second highest score of  3.67, regarding staying 
physically active and fit during retirement, demonstrates 
that optional retirees expect to maintain a high level of  
physical activity. This is in line with research by Jiang et 

al. (2022), which suggests that many retirees look forward 
to a more active lifestyle after retiring, as they have more 
time to engage in physical activities such as exercise and 
hobbies.
The third highest score, 3.60, reflects respondents’ 
expectation that their overall health will improve after 
retirement. Like their compulsory retirement counterparts, 
optional retirees expect their health to improve after 
they leave service. This is consistent with the broader 
understanding that retirement offers an opportunity to 
focus on health improvement (Mustafa et al., 2023).
On the lower end, the lowest score among optional 
retirees is their belief  in having regular access to healthcare 
services after retirement, which scored 3.02. This shows 
that while they generally feel positive about their health 
post-retirement, there is some uncertainty or concern 
about consistent access to healthcare services once 
retired. This aligns with the challenges noted by Amorim 
et al. (2024), where access to healthcare and maintaining 
good health are critical factors in the retirement transition, 
especially in resource-constrained environments.
Both compulsory and optional retirees generally have 
positive health expectations after optional retirement, 
though there are some notable differences. Compulsory 
retirees are more focused on the idea that they will have 
enough time to improve their health after retirement and 
are somewhat concerned about managing existing health 
conditions. Optional retirees, on the other hand, express 
more optimism about their mental health improvement 
after retiring and staying physically active. However, both 
groups share concerns about access to healthcare services 
post-retirement. These findings highlight the importance 
of  preparing retirees for health-related challenges and 
opportunities, as suggested by previous studies on 
retirement expectations and transitions (Eberhardt et al., 
2022; Amorim et al., 2024).

Family Relationships. 
Table 13 presents the extent of  perceived quality of  family 
relationships after optional retirement, providing insights 
into the social and familial aspects of  post-retirement life.

Table 13: Family Relationships
Compulsory Optional

Items WM SD VI R WM SD VI R
1. Feels relationships with family 
improve after retirement. 

3.60 0.50 GE 4.5 3.70 0.71 GE 6.5

2. Expects to spend more quality time 
with family after retiring. 

2.66 0.50 ME 8 3.83 0.38 GE 3

3. Believes stronger connections 
with spouse/partner develop after 
retirement. 

3.60 0.50 GE 4.5 2.99 1.30 ME 8

4. Anticipates becoming more 
involved in family activities after 
retirement. 

3.60 0.80 GE 4.5 3.70 0.46 GE 6.5

5. Feels retirement allows more 
availability for family’s needs. 

3.60 0.50 GE 4.5 3.73 0.45 GE 4.5



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6. Expects family life to become more 
harmonious after retiring. 

3.60 0.50 GE 4.5 3.85 0.36 GE 1.5

7. Confidently assumes retirement 
brings closeness to children and other 
family members. 

3.80 0.41 GE 1 3.73 0.45 GE 4.5

8. Believes stress reduces and family 
relationships improve with retirement. 

3.60 0.80 GE 4.5 3.85 0.36 GE 1.5

Composite Mean 3.51 0.56 GE 3.67 0.56 GE
Legend: GE = Great Extent; ME = Moderate Extent; SE = Slight Extent; R = Rank

For compulsory retirees, the results showed a similarly 
positive perception of  family relationships, with the 
highest rating given to the anticipation that compulsory 
retirement will bring closeness to children and other 
family members (WM = 3.80, SD = 0.41). This reflects 
the belief  that compulsory retirees, much like optional 
retirees, look forward to having more time to meet their 
family’s closeness after retirement. This is supported by 
Jiang et al. (2022), who highlighted that many retirees look 
forward to a balanced life that allows for greater family 
involvement.
For compulsory retirees, five items got the same mean 
score of  3.60. These items are: feeling that relationships 
with family improve, believing stronger connections 
with spouse/partner develop, expecting to become more 
involved in family activities, feeling more available for the 
family’s needs, and expecting a more harmonious family 
life. These tied scores indicate that compulsory retirees 
see all these aspects of  family life as equally important 
and positively affected by retirement.
Interestingly, the lowest-rated item in this category for 
compulsory retirees was the belief  in developing stronger 
connections with a spouse or partner after retirement 
(WM = 2.99, SD = 1.30), the same as for optional 
retirees. This shared outcome may suggest that the 
relationship dynamics with spouses or partners may not 
always undergo significant improvement post-retirement, 
possibly due to the challenges of  adjusting to a new 
routine, as discussed by Jones (2022), who explored the 
emotional and cognitive shifts that retirees go through 
during the transition from work to retirement.
For the optional retirees in the Police Regional Office 
(PRO) MIMAROPA, the overall perceived quality of  
family relationships after optional retirement is generally 
high. Among the highest-rated items, the expectation that 
family life will become more harmonious after retirement 
(WM = 3.85, SD = 0.36) was rated the highest. This suggests 
that the majority of  PNP personnel anticipate retirement 
to bring a sense of  peace and improved harmony in their 
family life. Similarly, the belief  that retirement will reduce 
stress and improve family relationships (WM = 3.85, SD 
= 0.36) also scored highly, indicating that personnel feel 
that stepping away from the demands of  their police work 

will display better connections with their family members. 
These expectations align with findings by Amorim et al. 
(2024), who pointed out that retirement is often viewed 
as an opportunity to build stronger, more meaningful 
relationships with family, especially as individuals seek 
time for relaxation and to focus on personal connections. 
Moreover, the expectation to spend more quality time 
with family post-retirement (WM = 3.83, SD = 0.38) 
was also rated highly, reinforcing the idea that optional 
retirees prioritize their families during this new phase of  
life, which is in line with the positive factors influencing 
retirement decisions, as noted by Eberhardt et al. (2022). 
This means these retirees strongly feel that retirement 
helps bring peace and less stress in the home. Another 
set of  items tied at 3.73, including availability for family 
needs and closeness to children. This suggests these 
aspects are also very evident but not as strong as the 
highest-rated items.
On the other hand, the belief  in developing stronger 
connections with a spouse or partner after retirement 
received a lower rating (WM = 2.99, SD = 1.30). This 
suggests that, while the overall perception of  family 
relationships is positive, not all personnel expect 
significant improvements in their relationships with their 
spouses or partners. This outcome could be influenced 
by the varied individual experiences and expectations 
about personal relationships after retirement, reflecting 
some of  the challenges highlighted by Jones (2022) 
in the context of  retirees from law enforcement, who 
experience difficulties like identity loss or role confusion 
when transitioning to civilian life.
Both optional and compulsory retirees in PRO 
MIMAROPA perceive their family relationships as 
improving after retirement, with some expectations 
of  better harmony and more time for family, although 
certain complexities, such as the development of  stronger 
connections with spouses or partners, remain a more 
moderate expectation.

Social Activities
Table 14 illustrates the extent of  perceived engagement 
in social activities after optional retirement, shedding light 
on how retirees remain socially active post-retirement.



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Table 14: Social Activities

Items
Compulsory Optional
WM SD VI R WM SD VI R

1. Believes more time exists for 
social activities after retirement. 

3.80 0.50 GE 1 2.99 0.78 ME 2.5

2. Expects to build stronger social 
connections after retiring. 

3.26 0.50 ME 6 2.99 0.78 ME 2.5

3. Anticipates participating in 
community events more frequently 
after retirement. 

3.80 0.41 GE 1 2.77 0.72 ME 6.5

4. Feels opportunities to reconnect 
with old friends increase after 
retiring. 

3.26 0.74 ME 6 2.89 0.83 ME 5

5. Confidently assumes retirement 
allows pursuing new hobbies and 
interests. 

3.77 0.50 GE 4 3.56 0.50 GE 1

6. Expects to spend more time with 
the social circle after retiring. 

3.26 0.50 ME 6 2.61 0.92 ME 8

7. Believes staying socially active 
remains possible after retirement. 

3.77 0.41 GE 4 2.77 0.72 ME 6.5

8. Feels flexibility to join social 
gatherings and activities improves 
with retirement. 

3.80 0.74 GE 1 2.90 0.66 ME 4

Composite Mean 3.59 0.54 GE 2.94 0.74 ME
Legend: GE = Great Extent; ME = Moderate Extent; SE = Slight Extent; R = Rank

For compulsory retirees in the Police Regional Office 
(PRO) MIMAROPA, the highest perceived quality of  life 
in social activities is their belief  that retirement provides 
more time for social activities. This item received the 
highest mean score of  3.80 (Great Extent). This suggests 
that compulsory retirees are confident that retirement will 
allow them to have more time to engage in social activities 
compared to their active duty days. Similarly, they also felt 
that retirement would give them more opportunities to 
reconnect with old friends, which also received a high 
score of  3.26 (Moderate Extent). This indicates that 
they anticipate better social connections after leaving the 
service. Another key item with a high score (3.77) was the 
expectation that retirement would allow them to pursue 
new hobbies and interests. This shows that retirees are 
optimistic about the flexibility and opportunities available 
for personal growth once they retire. These findings 
align with the notion that retirement, while challenging, 
presents an opportunity to explore new dimensions of  
life, such as social interactions and personal hobbies, 
which contribute positively to the retirees’ quality of  life 
(Amorim et al., 2024).
On the lower end, compulsory retirees showed moderate 
expectations regarding their participation in community 
events post-retirement, with a score of  3.26. This 
suggests a more restrained view of  how frequently 
they would engage in community events, highlighting 
that some may feel less involved or less motivated to 
participate in such activities. Moreover, the lowest score 
in this category was the belief  that retirement would allow 

them to spend more time with their social circle (3.26), 
indicating that while retirees acknowledge opportunities 
for social engagement, they might also face challenges 
in maintaining close ties after leaving the force. This is 
consistent with findings from Jones (2022) regarding 
identity loss and the adjustment period that many retirees 
experience.
For optional retirees in the Police Regional Office 
(PRO) MIMAROPA, the perception of  social activities 
post-retirement reflects a generally moderate outlook. 
The highest score in this group was for the belief  that 
retirement would allow them to pursue new hobbies and 
interests (3.56), which is consistent with the notion that 
retirees feel they have more opportunities to explore 
personal interests and engage in fulfilling activities 
outside of  work (Parker, 2022). This shows that optional 
retirees are moderately confident in their ability to engage 
in social activities after retiring.
However, the lowest scores were seen in items related 
to time spent with friends and increased participation 
in community events. The belief  that retirement would 
allow them to spend more time with their social circle 
received the lowest score of  2.61 (Moderate Extent), 
while the expectation to participate in community events 
more frequently after retirement scored 2.77 (Moderate 
Extent). These results suggest that optional retirees may 
have concerns about their ability to remain socially active 
post-retirement, as they face challenges in finding or 
creating new opportunities for social interaction, which 
is common among retirees adjusting to life outside the 



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workforce (Jiang et al., 2022). Additionally, their perception 
that they could remain socially active after retirement was 
also moderate, scoring 2.77, indicating that while they are 
not entirely pessimistic, they recognize some limitations 
to their social engagement.
Both compulsory and optional retirees express some 
positive expectations regarding post-retirement social 
activities, however, the moderate scores in some areas 
suggest that both groups face challenges in maintaining or 
expanding their social lives after leaving the police force.

Perceived Quality of  Life After Mandatory Retirement. 
This section presents the extent of  perceived quality 
of  life after mandatory retirement, with an emphasis 
on health expectations, family relationships, and social 
activities as assessed by the respondents.

Health Expectations
Table 15 shows the extent of  perceived health expectations 
after mandatory retirement, highlighting how mandatory 
retirement impacts health perceptions.

Table 15: Health Expectations

Items
Compulsory Optional
WM SD VI R WM SD VI R

1. Concerns arise about managing 
health after mandatory retirement. 

3.77 0.65 GE 3 2.24 0.74 SE 3.5

2. Expects physical health to decline 
after mandatory retirement. 

3.80 0.50 GE 1.5 1.82 0.83 SW 6

3. Believes more medical care becomes 
necessary after mandatory retirement. 

3.26 0.41 ME 7 2.05 0.77 SE 5

4. Faces challenges in maintaining 
fitness after retirement. 

3.80 0.74 GE 1.5 2.24 0.85 SE 3.5

5. Anticipates adjusting lifestyle to 
address health issues post-retirement. 

3.26 0.65 MEE 7 2.80 0.75 ME 2

6. Expects to have less energy and 
stamina after mandatory retirement. 

3.71 0.41 GE 4.5 1.54 0.86 SE 7.5

7. Feels mental health gets affected 
after retirement. 

3.26 0.41 ME 7 1.54 0.86 SE 7.5

8. Believes focusing more on preventive 
health measures becomes essential after 
retirement. 

3.71 0.74 GE 4.5 3.34 0.69 ME 1

Composite Mean 3.57 0.56 GE 2.20 0.79 SE
Legend: GE = Great Extent; ME = Moderate Extent; SE = Slight Extent; R = Rank

The highest perceived health expectation for compulsory 
retirees is the belief  that physical health will decline after 
mandatory retirement, with a weighted mean (WM) score 
of  3.80, rated as “Great Extent” (GE). This reflects 
a strong concern among compulsory retirees about 
the impact of  retirement on their physical well-being. 
This finding aligns with previous studies highlighting 
that many older workers fear health deterioration post-
retirement (Jiang et al., 2022). Similarly, the challenge of  
maintaining fitness after retirement also scored highly 
(WM = 3.80, GE). This indicates that compulsory retirees 
anticipate difficulties in staying physically active once they 
leave the police force. Such expectations are consistent 
with research suggesting that retirees often face a shift 
in lifestyle that challenges their ability to maintain fitness 
(Parker, 2022).
Another high-scoring item is the concern about 
managing health after mandatory retirement, with a 
WM of  3.77, also rated as “Great Extent.” This shows 
that compulsory retirees are significantly worried about 
the healthcare needs they will face once they retire. This 
finding corresponds with studies that emphasize the 

importance of  healthcare planning for retirees (Parker, 
2022). Furthermore, the belief  that more medical care 
will be necessary post-retirement, with a WM of  3.26, 
rated as “Moderate Extent” (ME), further supports the 
notion that compulsory retirees anticipate an increased 
need for healthcare services after retirement (Amorim et 
al., 2024).
On the other hand, the lowest-rated health expectation 
item for compulsory retirees is the belief  that they will 
need to adjust their lifestyle to address health issues 
post-retirement, with a WM of  3.26 (ME). Although 
retirees recognize the need to adjust their lifestyle, 
the moderate rating suggests that they might not fully 
anticipate how comprehensive these adjustments might 
be. The expectation to have less energy and stamina after 
retirement, also rated at 3.71 (GE), is another notable 
aspect of  health concerns, suggesting that while retirees 
are concerned about physical and mental stamina, they do 
not see this as a critical obstacle in their daily lives post-
retirement (Comi et al., 2022).
For optional retirees, the highest perceived health 
expectation is the belief  that focusing more on preventive 



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health measures becomes essential after retirement, 
with a WM of  3.34, rated as “Moderate Extent” (ME). 
This score indicates that while some optional retirees 
understand the importance of  preventive health, the 
concern does not appear to be as pressing as it is for 
compulsory retirees. This aligns with findings from 
Amorim et al. (2024), who noted that retirees, particularly 
those who choose retirement, may view preventive health 
more as a part of  maintaining general well-being rather 
than as a critical necessity.
Another high score for optional retirees is the expectation 
to adjust their lifestyle to address health issues after 
retirement (WM = 2.80, ME). This score reflects a 
moderate recognition that changes to lifestyle will be 
necessary post-retirement but perhaps not as strongly 
felt as for compulsory retirees. This could be because 
optional retirees have more time to plan and adjust 
their health-related habits before they retire (Cebola et 
al., 2023). The third highest-rated item is the belief  that 
mental health will be affected after retirement, with a 
WM of  1.54, rated as “Slight Extent” (SE). This lower 
score indicates that optional retirees might not consider 
mental health as a significant concern in the same way as 
their physical health. Previous studies suggest that mental 

health concerns among retirees often arise more acutely 
in compulsory retirees, as they are often less prepared 
for the emotional impact of  leaving their careers (Jones, 
2022).
The lowest health expectation for optional retirees is 
the expectation that they will need more medical care 
after retirement, with a WM of  2.05, rated as “Slight 
Extent” (SE). This suggests that optional retirees do not 
foresee a significant increase in their medical needs after 
retirement, possibly because they are healthier and may 
feel more in control of  their health maintenance than 
their compulsory counterparts (Jiang et al., 2022). Another 
low-rated concern for optional retirees is the expectation 
to have less energy and stamina post-retirement, with a 
WM of  1.54, rated as “Slight Extent” (SE). This finding 
aligns with the notion that optional retirees are more 
likely to retire when they feel mentally and physically 
prepared, thus having fewer concerns about energy loss 
(Comi et al., 2022).

Family Relationships. 
Table 16 presents the extent of  perceived family 
relationships after mandatory retirement, providing a 
look into how these relationships evolve after retirement.

Table 16: Family Relationships 

Items
Compulsory Optional
WM SD VI R WM SD VI R

1. Expects to have more time to 
strengthen family relationships after 
mandatory retirement. 

3.80 0.65 GE 5.5 3.31 1.05 ME 5

2. Feels the role in the family becomes 
more central after retirement. 

3.71 0.41 GE 8 3.58 0.50 GE 4

3. Anticipates being more present 
and available for family’s needs after 
retiring. 

3.80 1.12 GE 5.5 3.61 0.49 GE 1

4. Believes mandatory retirement 
allows reconnecting with family 
members. 

3.89 0.74 GE 2 3.31 1.05 ME 5

5. Expects family relationships 
to improve with more focus after 
retirement. 

3.80 0.65 GE 5.5 3.61 0.49 GE 1

6. Feels spending more time at home 
positively impacts the relationship 
with spouse/partner. 

3.89 0.41 GE 2 3.16 1.02 ME 8

7. Believes mandatory retirement 
provides opportunities to build 
stronger bonds with children. 

3.80 1.12 GE 5.5 3.31 1.05 ME 5

8. Confidently assumes retirement 
allows more involvement in family 
activities and events. 

3.89 0.46 GE 2 3.61 0.49 GE 1

Composite Mean 3.82 0.69 GE 3.44 0.77 ME
Legend: GE = Great Extent; ME = Moderate Extent; SE = Slight Extent; R = Rank



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For compulsory retirement personnel in Police Regional 
Office (PRO) MIMAROPA, the results show that their 
perceived quality of  life regarding family relationships 
after mandatory retirement is generally positive. The 
highest-rated item is the belief  that mandatory retirement 
provides opportunities to build stronger bonds with 
children, with a weighted mean (WM) of  3.89, indicating a 
great extent (GE). This suggests that compulsory retirees 
view retirement as a chance to connect more deeply with 
their children for them to focus on strengthening their 
family ties. Similarly, another high-rated item, “Feels 
spending more time at home positively impacts the 
relationship with spouse/partner,” also received a WM 
of  3.89, reflecting that retirees expect their relationship 
with their spouse or partner to improve with more time 
spent at home. This expectation aligns with the idea that 
retirement provides the opportunity to reconnect and 
nurture personal relationships, which is consistent with 
the findings of  Jones (2022), who discussed how retirees 
often experience an improvement in family dynamics 
after leaving the workforce.
In addition, “Expects to have more time to strengthen 
family relationships after mandatory retirement” 
received a WM of  3.80, which shows that retirees believe 
their retirement will provide ample time to nurture 
family relationships. This result mirrors the theoretical 
framework presented by Amorim et al. (2024), which 
emphasizes how retirement can be seen as a time to 
explore personal interests, engage in family connections, 
and achieve a deeper sense of  personal fulfillment. Overall, 
the positive perceptions of  family relationships suggest 
that mandatory retirement is viewed as an opportunity to 
focus on family bonds and personal well-being.
On the other hand, the lowest-rated item is “Believes 
mandatory retirement allows reconnecting with family 
members,” with a WM of  3.31. While still categorized 
under GE, it indicates a moderate level of  belief  that 
retirement directly displays the opportunity to reconnect 
with family. This result may reflect some mixed feelings 
about the challenges retirees may face in adjusting to 
new roles or rediscovering family dynamics after years 
of  intense work routines. This finding supports Parker 
(2022), who noted that while retirement offers time for 
family, the transition can be difficult for some, especially 
if  they struggle with role adjustments.
For optional retirement personnel in Police Regional 

Office (PRO) MIMAROPA, the perception of  family 
relationships after retirement shows more variability. The 
highest-rated items also point to positive expectations 
regarding family relationships. “Expects to have more 
time to strengthen family relationships after mandatory 
retirement” scored a WM of  3.31, rated ME, reflecting 
that retirees feel a moderate degree of  hope that 
retirement will allow them more time to focus on family. 
This finding is consistent with the works of  Comi et 
al. (2022), which highlighted that positive retirement 
decisions often include expectations of  spending more 
time with loved ones. Furthermore, “Feels the role in the 
family becomes more central after retirement” received 
a WM of  3.58, demonstrating that retirees anticipate 
assuming a more significant role in family matters post-
retirement, which aligns with the positive outlook on 
retirement as suggested by Jiang et al. (2022).
In contrast, the lowest-rated item for optional retirees is 
“Believes mandatory retirement provides opportunities to 
build stronger bonds with children,” with a WM of  3.31, 
suggesting a more moderate expectation of  improving 
family relationships with children after retirement. 
This result may indicate that, compared to compulsory 
retirees, optional retirees may face more difficulty in 
adjusting to a more passive role in the family, possibly 
due to ongoing work commitments or the nature of  their 
retirement choice. The less pronounced improvement 
in family bonds could reflect a more complex process 
of  re-engagement with family life post-retirement, as 
highlighted by Jones (2022), who emphasized the identity 
struggles some retirees face in transitioning from a 
demanding career to family life.
Both compulsory and optional retirees in the PRO 
MIMAROPA perceive their retirement as an opportunity 
to improve family relationships, but the extent of  these 
expectations varies. Compulsory retirees seem more 
optimistic about using their retirement to strengthen 
family bonds, whereas optional retirees have a more 
moderate outlook, possibly due to the different personal 
and professional factors influencing their decision to retire.

Social Activities. 
Table 17 outlines the extent of  perceived engagement 
in social activities after mandatory retirement, reflecting 
how retirees engage with their social surroundings post-
retirement.

Table 17: Social Activities

Items
Compulsory Optional
WM SD VI R WM SD VI R

1. Expects to have more time to 
engage in social activities after 
mandatory retirement. 

3.80 0.65 GE 4.5 2.65 0.57 ME 6.5

2. Feels social life improves once 
work ends. 

3.89 0.41 GE 2 2.88 0.69 ME 4

3. Anticipates joining more 
community events and activities 
after retirement. 

3.80 1.12 GE 4.5 2.65 0.57 ME 6.5



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The highest scores in the “Social Activities” section 
reflect strong expectations and beliefs that retirement 
will enhance social life. The respondents rated the item 
“Feels social life improves once work ends” highest, 
with a weighted mean of  3.89 (GE), indicating that they 
strongly believe their social life will improve once they 
retire. This aligns with findings by Parker (2022), who 
suggested that retirees often feel liberated from work 
pressures for for greater engagement in social activities. 
The same score was given to “Believes retirement 
provides more opportunities to reconnect with friends” 
(3.89, GE), showing that respondents view retirement as 
an opportunity to reconnect with old friends and rebuild 
social networks. This is consistent with the view of  
Amorim et al. (2024), who highlighted the significance of  
social connections in retirement and its positive influence 
on well-being. The “Feels retirement allows exploration 
of  new hobbies and social interests” item also received 
a score of  3.89 (GE), underscoring the potential retirees 
see in using their free time to pursue new hobbies or 
engage in previously unexplored social interests.
On the other hand, the lowest-rated items reflect a more 
moderate belief  in the extent of  social engagement 
post-retirement. The respondents rated “Expects to 
participate more actively in social clubs or organizations 
post-retirement” the lowest, with a score of  3.17 (ME). 
This suggests that while respondents believe they will 
be able to engage in more social activities, they have a 
more moderate expectation of  participating in organized 
social clubs or groups. This could be due to concerns 
about the transition into a new social structure, as retirees 
often experience role loss and may find it difficult to re-
integrate into formal social settings (Jones, 2022).
For the optional retirees, the highest-rated item is “Feels 
retirement allows exploration of  new hobbies and social 

interests” with a weighted mean of  3.03 (ME), showing 
that they expect to have more time to pursue hobbies and 
other social interests after retirement. This finding is in 
line with the studies by Jiang et al. (2022) and Cebola et al. 
(2023), which suggested that retirees often look forward 
to engaging in activities that allow them to explore new 
dimensions of  their personal lives. However, their scores 
remain in the “Moderate Extent” category, indicating that 
while the desire to explore new activities exists, it may not 
be as pronounced as in the compulsory retirees group.
The lowest-rated item for the optional retirees is 
“Expects to have more time to engage in social activities 
after mandatory retirement”, which scored 2.65 (ME). 
This result suggests that optional retirees may not 
expect a significant increase in their social activities after 
retirement, potentially due to the voluntary nature of  their 
retirement or existing social constraints. Similarly, the 
items “Anticipates joining more community events and 
activities after retirement” (2.65, ME) and “Expects to 
participate more actively in social clubs or organizations 
post-retirement” (2.62, ME) also received lower scores, 
indicating that they may have moderate or even lower 
expectations about increased involvement in community 
events or organized social activities after retirement. 
These findings resonate with Amorim et al. (2024), who 
pointed out that retirees’ engagement in social activities 
can vary based on personal resources, social contexts, and 
job-related factors.

Difference Between Perceptions of  Quality of  Life 
After Optional and Mandatory Retirement. 
Table 18 presents whether there is a significant difference 
between the perceived quality of  life after optional 
retirement and mandatory retirement, considering health 
expectations, family relationships, and social activities.

4. Believes retirement provides 
more opportunities to reconnect 
with friends. 

3.89 0.46 GE 2 2.77 0.72 ME 5

5. Expects to participate more 
actively in social clubs or 
organizations post-retirement. 

3.17 0.41 ME 7 2.62 0.54 ME 8

6. Feels retirement allows 
exploration of  new hobbies and 
social interests. 

3.89 0.41 GE 2 3.03 0.57 ME 1

7. Confidently assumes an active 
social life remains possible after 
retirement. 

3.17 1.12 ME 7 2.90 0.43 ME 2.5

8. Believes retirement offers 
flexibility to attend more social 
gatherings and family events. 

3.17 0.46 ME 7 2.90 0.43 ME 2.5

Composite Mean 3.60 0.63 GE 2.80 0.57 ME
Legend: GE = Great Extent; ME = Moderate Extent; SE = Slight Extent; R = Rank



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The results presented in Table 18 showed that there is 
a statistically significant difference in the perceptions 
regarding health expectations, family relationships, and 
social activities post-retirement (p-values < 0.05).
The health expectations of  retired personnel differed 
significantly between those who retired optionally and 
those who retired mandatorily (p < .001). This suggests 
that personnel who retire voluntarily may have a more 
favorable outlook on their health after retirement. This 
finding aligns with the literature of  Jiang et al. (2022) 
and Cebola et al. (2023), which explains that positive 
retirement decisions, such as voluntary retirement, are 
often linked to better health outcomes due to less stress 
and improved personal well-being.
In terms of  family relationships, the difference in 
perceptions between those who opted for retirement 
and those who retired mandatorily was also significant 
(p = 0.008). This result indicates that those who choose 
to retire may experience more positive family dynamics 
post-retirement compared to those who retire due to 
mandatory policies. These findings are consistent with 
Amorim et al. (2024), who suggest that retirement, 
particularly voluntary retirement, provide individuals with 
more time for personal relationships and family bonding, 
which can enhance their quality of  life.
The perceptions regarding social activities also showed 

a significant difference (p = 0.003). Those who retired 
optionally may engage more in social activities after 
retirement, reflecting a more active and fulfilling post-
retirement life. The opportunity to pursue hobbies and 
volunteer work, as noted by Parker (2022), is often seen as 
a positive factor for retirees, particularly those who leave 
the workforce by choice for a smoother transition and a 
more vibrant social life.
The findings suggest that optional retirement is 
associated with more positive perceptions of  health, 
family relationships, and social activities compared to 
mandatory retirement. This aligns with the body of  
literature that suggests voluntary retirement generally 
leads to a more favorable post-retirement quality of  life 
due to better planning, increased personal autonomy, and 
the pursuit of  fulfilling activities. Further research could 
explore additional factors influencing these perceptions, 
as suggested by Jones (2022), who highlights the 
importance of  resilience and coping mechanisms during 
the retirement transition.

Influence of  Socio-Demographic Profile on Quality 
of  Life After Optional Retirement. 
Table 19 presents how the socio-demographic profile of  
the respondents influences their perceived quality of  life 
after optional retirement.

Table 18: Difference Between Perceptions of  Quality of  Life After Optional and Mandatory Retirement
 Statistic df p Interpretation
Health Expectations 12.07 155 < .001 Significant
Family Relations 2.68 155 0.008 Significant
Social Activities 3.07 155 0.003 Significant

Table 19: Influence of  Socio-Demographic Profile on Quality of  Life After Optional Retirement

Variables
Unstandardized 
Coefficients

Standardized 
Coefficients t Sig. Results

B Std. Error Beta
Health 
Expectations

(Constant) .468 .113  4.143 .000  
1.1 age .931 .049 1.250 19.058 .000 Significant
1.2 rank -.114 .010 -.404 -11.456 .000 Significant
1.3 length of  service -.574 .032 -1.463 -17.915 .000 Significant
1.4 civil status 1.275 .072 2.252 17.604 .000 Significant
1.5 type of  family -.266 .091 -.411 -2.908 .004 Significant
1.6  highest educational 
attainment

.913 .051 1.109 17.948 .000 Significant

1.7 salary grade -.438 .021 -.629 -21.258 .000 Significant
Family 
Relationships

(Constant) 6.742 .082  82.450 .000 Significant
1.1 age -.156 .035 -.192 -4.424 .000 Significant
1.2 rank -.148 .007 -.482 -20.657 .000 Significant
1.3 length of  service .011 .023 .026 .477 .634 Not Significant
1.4 civil status -1.043 .052 -1.684 -19.898 .000 Significant
1.5 type of  family 1.127 .066 1.593 17.048 .000 Significant
1.6  highest educational 
attainment

-.677 .037 -.751 -18.374 .000 Significant

1.7 salary grade -.052 .015 -.068 -3.485 .001 Significant



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In terms of  health expectations, age is a significant factor, 
with older retirees reporting a higher expectation of  
health issues post-retirement (B = .931, p < .001). This 
finding aligns with the research of  Eberhardt et al. (2022), 
who noted that health concerns are a major consideration 
for many retirees. Additionally, length of  service and 
rank were negatively associated with health expectations, 
suggesting that those with longer service and higher rank 
may face greater challenges in adjusting to retirement. This 
could be because longer tenure in service or higher rank 
may come with greater responsibilities and stress, which 
may negatively impact health post-retirement (Jiang et al., 
2022). Civil status also plays a critical role, with married 
retirees showing higher health expectations, which might 
indicate that their health concerns are more influenced 
by family responsibilities (Parker, 2022). Furthermore, 
retirees with higher educational attainment and lower 
salary grades reported better health expectations, which 
could be attributed to greater access to resources and 
knowledge to maintain health after retirement.
When it comes to family relationships, age and rank again 
proved significant, with older retirees and those with lower 
rank reporting less satisfaction with family relationships. 
This could suggest that the transition into retirement 
might cause a shift in family dynamics, with older retirees 
possibly feeling a greater loss of  identity and role within 
the family (Jones, 2022). Civil status was also a significant 
factor, with married retirees experiencing lower quality 
of  family relationships. This linked to the increased 
pressures of  retirement on marital dynamics, especially 
as retirees face adjustments and potential identity loss 
(Jones, 2022). On the other hand, family type significantly 
influenced family relationships, with those from nuclear 
families reporting stronger relationships post-retirement. 
This finding may reflect the more supportive and 
cohesive environment typically found in smaller, nuclear 
family settings (Cebola et al., 2023). Interestingly, highest 
educational attainment had a negative effect on family 
relationships, suggesting that higher education may be 

associated with greater expectations or stress related to 
family dynamics post-retirement.
For social activities, age continued to play a significant 
role, with older retirees showing a greater engagement in 
social activities (B = .984, p < .001). This is in line with 
findings from Amorim et al. (2024), who highlighted the 
importance of  finding new activities and social roles after 
retirement. Rank and length of  service were negatively 
related to social activities, with retirees who had higher 
ranks or longer service years less likely to engage in 
social activities post-retirement. This could be due to 
the stress and structure of  their former roles, making it 
harder to transition into a more relaxed, socially engaged 
retirement life (Cebola et al., 2023). Family type was again 
a significant factor in social activity, with retirees from 
nuclear families showing greater involvement in social 
activities, which could be a result of  having a stronger 
social support system (Mustafa et al., 2023). Lastly, salary 
grade was positively related to social activity, indicating 
that retirees with higher salaries may have more financial 
freedom and opportunities to engage in leisure activities 
after retirement, supporting the idea that financial stability 
greatly influences post-retirement quality of  life (Parker, 
2022).
The socio-demographic profile of  retirees, including 
age, rank, length of  service, civil status, family type, 
educational attainment, and salary grade, significantly 
influences their health expectations, family relationships, 
and social activities after optional retirement. These 
factors must be carefully considered when planning for 
retirement, as they contribute to the overall well-being 
and quality of  life during this major life transition.

Influence of  Socio-Demographic Profile on Quality 
of  Life After Mandatory Retirement. 
Table 20 presents how the socio-demographic profile 
of  the respondents influences their perceived quality of  
life after mandatory retirement, similar to the analysis 
conducted for optional retirement in Section 5.

S o c i a l 
Activities

(Constant) .594 .248  2.394 .018  
1.1 age .984 .107 1.553 9.165 .000 Significant
1.2 rank -.207 .022 -.864 -9.483 .000 Significant
1.3 length of  service -.486 .070 -1.455 -6.898 .000 Significant
1.4 civil status .197 .159 .408 1.236 .219 Not Significant
1.5 type of  family .434 .201 .789 2.165 .033 Significant
1.6  highest educational 
attainment

.182 .112 .260 1.628 .106 Not Significant

1.7 salary grade .410 .045 .691 9.047 .000 Significant



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Table 20: Influence of  Socio-Demographic Profile on Quality of  Life After Mandatory Retirement
Variables Unstandardized 

Coefficients
Standardized 
Coefficients

t p value Interpretation

B Std. Error Beta
Health 
Expectations

(Constant) 3.986 .345  11.539 .000  
1.1 age -.154 .082 -.499 -1.871 .072 Not Significant
1.2 rank -.038 .032 -.277 -1.217 .234 Not Significant
1.3 length of  service .027 .049 .180 .562 .579 Not Significant
1.4 civil status .081 .096 .258 .845 .405 Not Significant
1.5 type of  family .069 .064 .198 1.068 .295 Not Significant
1.6  highest educational 
attainment

.346 .108 .853 3.208 .003 Significant

1.7 salary grade -.231 .061 -.802 -3.750 .001 Significant
Family 
Relationships

(Constant) 5.893 .286  20.601 .000  
1.1 age -.389 .068 -.982 -5.697 .000 Significant
1.2 rank -.059 .026 -.330 -2.243 .033 Significant
1.3 length of  service .158 .040 .811 3.921 .001 Significant
1.4 civil status -.330 .079 -.819 -4.152 .000 Significant
1.5 type of  family .096 .053 .216 1.805 .082 Not Significant
1.6  highest educational 
attainment

.118 .089 .227 1.320 .198 Not Significant

1.7 salary grade -.285 .051 -.774 -5.602 .000 Significant
Social 
Activities

(Constant) .638 .612  1.042 .307  
1.1 age .821 .146 1.197 5.619 .000 Significant
1.2 rank -.170 .056 -.553 -3.045 .005 Significant
1.3 length of  service -.213 .086 -.635 -2.482 .020 Significant
1.4 civil status .627 .170 .899 3.685 .001 Significant
1.5 type of  family -.244 .114 -.316 -2.137 .042 Significant
1.6  highest educational 
attainment

.455 .191 .505 2.380 .025 Significant

1.7 salary grade -.026 .109 -.041 -.241 .811 Not Significant

Health Expectations were significantly influenced by two 
factors: highest educational attainment and salary grade. 
Respondents with higher educational attainment showed 
a significantly better outlook on health expectations 
after retirement, aligning with the findings of  Amorim 
et al. (2024), which suggest that individual differences, 
such as education, influence the broader experience of  
retirement. Additionally, those with a lower salary grade 
experienced poorer health expectations, which may be 
linked to financial concerns post-retirement, similar to 
the issues discussed by Jones (2022), where financial 
instability impacts retirees’ well-being.
Regarding Family Relationships, age, rank, length of  
service, civil status, and salary grade were all significant 
factors. Older retirees, those with longer service, and 
those with a different marital status experienced varying 
levels of  satisfaction with family relationships post-
retirement. Specifically, Jones (2022) highlights that role 
changes, including family dynamics, are significant during 
retirement, with age and marital status being central to 

these shifts. Moreover, salary grade emerged as a critical 
factor, indicating that retirees with higher salaries had 
better family relationships post-retirement. This is in line 
with Parker (2022), who discussed how economic stability 
supports positive social relationships in the retirement 
phase.
Social Activities were most strongly influenced by age, rank, 
length of  service, civil status, type of  family, and highest 
educational attainment. Older retirees, for example, showed 
a significantly greater involvement in social activities post-
retirement, which may suggest that, as individuals age, 
they have more time and possibly more desire to engage 
socially. This reflects the findings by Amorim et al. (2024), 
who pointed out that retirement offers an opportunity to 
seek meaning through social interactions, especially for 
those with higher educational backgrounds. Civil status was 
also influential, with married retirees participating more in 
social activities, supporting the idea that family structure 
and support systems play a vital role in post-retirement 
social engagement, as noted by Jones (2022).



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CONCLUSION
In contrast, Salary grade was a negative factor in all three 
dimensions (health expectations, family relationships, and 
social activities). Lower salary grades correlated with a 
poorer quality of  life after retirement, emphasizing the 
importance of  financial security in influencing post-
retirement experiences. This finding mirrors the negative 
impact of  poor financial planning discussed by Jiang et al. 
(2022) and Cebola et al. (2023), where financial constraints 
were linked to negative retirement outcomes.
Several socio-demographic factors, such as age, marital 
status, and educational attainment, played roles in shaping 
retirees’ quality of  life, however, economic factors, 
especially salary grade, emerged as crucial determinants 
across all dimensions of  health, family relationships, and 
social activities. These findings align with the broader 
literature on retirement, underscoring the importance of  
both personal and contextual factors in shaping the post-
retirement experience (Eberhardt et al., 2022; Jiang et al., 
2022).

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