As populations age and retirement norms shift, an increasing number of professionals are choosing to work well beyond 65. This study draws on in depth interviews with a diverse sample of predominantly professional New Zealanders who have sustained meaningful and productive careers past traditional retirement age. The research examined three key outcome variables—subjective career success (Greenhaus, Parasuraman & Wormley, 1990), well being (Durie, 1994), and perceived employability (Akkerman et al, 2023)—and explored how these outcomes were shaped by individual experiences and career strategies over time.
Differences within the sample were analysed across several dimensions, including gender, history of self-employment, proactive career behaviour (Seibert, Crant & Kraimer, 1999), the use of explicit career planning (Epton, Currie & Armitage, 2017), and engagement in research-defined career competencies (Akkerman & Tims, 2017). Particular attention was given to how these individuals developed and deployed career adaptability, relational resources, and lifelong learning as mechanisms for career sustainability.
The findings also provided an opportunity to empirically consider the applicability of Eby, Butts, and Lockwood’s (2003) model of career success—Knowing Why, Knowing Who, and Knowing What—in the later stages of working life. These career dimensions appeared to have different weight according to individual’s career stage.
Overall, the study highlights a set of practical, experience-based lessons—drawn from these “Career Legends”—that can inform career development practice, organisational policy, and individual career management for those seeking long and satisfying working lives.