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The purpose of the study is to measure satisfactions for United States retired military officers and to determine if there is a relationship between retrospective military career satisfactions and current second career or retired satisfactions. Hypothesis I states that there is a positive relationship between a retrospective measure of an officer's military career satisfactions and his current second career satisfactions. Hypothesis II states that there is a positive relationship between a retrospective measure of an officer's military career satisfactions and his retirement satisfactions. The first conclusion is that Hypotheses I and II are supported. Pearson coefficients of correlation indicate that a positive relationship exists for each hypothesis. For Hypothesis I coefficients range from .040 for pay to .270 for co-workers. All are significant at the .01 level except pay, and there is no evidence that the pay coefficient is statistically significant. The coefficients of correlations supporting Hypothesis II range from .164 for work to .415 for finances. All coefficients are significant at the .01 level. All distributions are skewed. The skewness and possible homogeniety of the sample may in all probability account for the low values of the coefficients. The second conclusion is that military officers receive greater satisfactions from their military careers than workers in civilian industry. When retrospective military career JDI means are compared with industry JDI means, the former score higher for work, promotion, and co-workers at the .01 level and supervision at the .05 level. There is no evidence of a significant difference between the two pay means. Moreover, when retrospective military JDI means are compared with current second career JDI means, the former score higher for total score, work, promotion, and co-workers at the .01 level and supervision at the .10 level. The latter score higher for pay at the .10 level. The third conclusion is that fully retired military officers receive greater satisfactions from their retired situations than retired industrial workers. The former score higher on every scale at the .01 level except for people where the level is .05. The two samples may not be comparable, but they are the only samples available. The fourth conclusion is that fully retired military officers and retired military officers currently working in a second career are about equally satisfied with their retired situations. A comparison of RDI means for each group results in no evidence of significant differences for total score and finances. Fully retired officers score 2.60 higher for work and activities and 2.45 higher for people while retired officers working in current second careers score 2.45 higher for health, all at the .01 level.

We examined military retirement. We sought to determine if preretirement planning, having knowledge, skills, and abilities (KSAs) that are readily transferable, and being committed to, and/or identifying with, the Navy would affect the retirement satisfaction and adjustment of a retired naval officers sample. Results indicated that both planning and transferability influenced retirement satisfaction and adjustment, while organizational commitment and identification did not. Implications of our findings, as well as a brief overview of some general retirement issues are included.