Both person-centered and situation-centered hypotheses have been posited to explain women's limited rise to top corporate positions. To test these hypotheses, 260 employed, corporate women completed a questionnaire assessing their orientations to their careers, organizations, jobs, power, performance, and subordinates. Questions concerning women's work environments were also included. An analysis of the results showed that high level corporate women had significantly more organizational commitment and power than middle level women who were, in turn, significantly more powerful and committed than low level women. Low level women had greater power aspirations than middle level women who, in turn, had a greater desire to increase their power than high level corporate women. High and middle level women indicated significantly greater job satisfaction, sharing of responsibilities, organizational concern for career growth, inclusion in informal power networks, and more concern for job demands than personal life. Middle and low level women perceived that behaving like a man is significantly more helpful to getting ahead than did high level women. The majority of women attributed their performance to their skills and abilities and identified the type of work they were doing as the most important aspect of their jobs. These results support the situation-centered perspective. (BL)