A survey of 80 management, supervisory, and administrative level employees in a small private hospital (32 responses) in the northeastern United States examined beliefs about the relative effectiveness of different career strategies and worker characteristics, such as age, work experience, company experience, organizational level, and gender, associated with the reported use of 12 career mobility strategies: developing skills/expertise; maintaining subordinate relationships; acquiring attitudes/behaviors of superiors; appearing competitive; use of mentors/sponsors; self-nomination; extending work involvement; networking; career guidance; recreation with superiors; use of cliques/peer groups; and postponing family for career. Investigation of reported use of the strategies perceived to be most and least effective indicated that the use of the most effective strategies was systematically related to labor market experience and worker age. Intraorganizational factors like company tenure and managerial level were not predictive of the use of the most effective strategies. Additional research is needed on the extent to which the relative desirability of particular strategies generalizes to other types of organizations and occupations. The study's small sample size and cross-sectional nature limited questions raised by workers' survey responses. (NLA)