The Myers Briggs Type Indicator

Myers-briggs type indicator research paperProfessor Mark Fitzgerald

Megan Freed, denise green, Cassandra higbea, brett kepper, tynia price

[Company name]Organizational Behavior

JULY 31, 2015

The Myers Briggs Type Indicator Research Paper

The Myers Briggs Type Indicator (MBTI) was developed during World War 2 by a

mother/daughter team Isabel Briggs-Myers and Katharine Briggs who developed an interest in

the works of Carl Jung; a Swiss psychiatrist and psychotherapist who founded analytical

psychology. Myers-Briggs created the test with the intention that it would allow women entering

the workforce to be assigned jobs that would be best suited to their personalities. It is important

to note that, Myers and Briggs weren't trained scientists, however, they made a valid contribution

to science. (Burnett, 2013)

The Myers-Briggs study is not completely unscientific, the MBTI gives a limited and

simplified view of human personality. Scientific research or validity is necessary when

diagnosing a medical disorder; although the MBTI is not proven to be valid, it could be useful in

the workplace. It is harmless and could be useful with limitations.

In developing the Myers-Briggs Type Indicator, two areas were addressed; related goals in

the developments and application of the MBTI instrument. The identification of basic

preferences of each of the four contrasts specified or implicit in Jung's theory. Your Personality

Type would be expressed as a code with four letters.

Extraversion (E) or Introversion (I)

Sensing (S) or Intuition (N)

Thinking (T) or Feeling (F)

Judging (J) or Perceiving (P)

One letter from each group is assigned after answering a series of questions that will than

classify a person’s personality from 16 different personality types. The science of this test

brought about questioning the validity and reliability of this test.

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Does the Myers-Briggs test give constant, continuously accurate portrayals of personality

types? Is the test reliable in the real world to predict personality types and job fits? These are a

couple questions which should be asked in order to come to a conclusion of whether the Myers-

Briggs test is accurate enough to be continually taken by millions of individuals provided by

organizations and institutions who have such confidence in the results.

What is validity?

In the Myers-Briggs personality test there is a question of the validity of the test. Validity

can be defined as, “the degree to which an instrument measures what it intends to measure, and

the degree to which the “thing” that the instrument measures has meaning.” (Myers & Briggs

Foundation) The validity of the Myers-Briggs personality test is significant to it because it is

measuring the degree of the tests meaning. Without validity it would be difficult to determine if

the Myers-Briggs personality test is one that can be used to differentiate personality types

accurately. Through determining and understanding people’s personality types, it should allow

us to be able to predict behavior to a certain degree. Determining personality type would then

help us to differentiate someone’s values, attitudes, and behaviors (Myers & Briggs Foundation).

Without a degree of validity, determining a person’s personality type as well as behaviors comes

into question. How can you predict behaviors based on personality type?

What kinds of validity should we be interested in when evaluating this test?

According to the Myers Briggs Foundation, there are three categories which have been

tested. First they have been tested on the validity of the four separate preference scales; second

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the validity of the four preference pairs as dichotomies; and lastly the validity of whole types or

particular combinations of preferences. (Myers & Briggs Foundation) The validity of the four

separate preference scales is important because these scales help to determine the big five

factors. The higher scores on the Big Five factors Extraversion and Agreeableness are related to

the MBTI preference Extraversion. Higher scores on Openness are related to Intuition, higher

scores on Agreeableness to Feeling, and higher scores on Conscientiousness to Judging. (MBTI

page 12) The validity of the four preference pairs as dichotomies relates to its typology, which is

composed of four pairs of opposite preferences, called dichotomies. The MBTI manual states

that, previous research has found that combinations of preferences show more significant

patterns of relationships with the conflict modes. For example, ITPs score higher on

Compromising, EFJs score higher on Collaborating, and IFJs score higher on Accommodating

(Percival, Smitheram, & Kelly.

Is the test valid?

The Myers-Briggs test are “administered in the workplace, schools, churches, community

groups, management workshops, and counseling centers. Many people see the MBTI as an

invaluable tool that helps them understand their own behavior as well as the behavior of others.”

(Pittenger) Many institutions and organizations believe the Myers-Briggs test is the end-all-be-all

personality test. This is likely because it is so widely known to people as well as being seen as a

“great tool for self-awareness and providing career guidance.” (Robbins, pg. 44) The test does

provides sixteen personality choices giving it more personality type options than other

personality type tests. It also gives great descriptions and careers which fit into each personality.

It is a simple test to administer without having to give further explanation considering the test

already provides this information. Even so, personalities are not concrete with every situation an

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individual is in. Another problem is that it “forces a person into either one group or another (that

is, you either introverted or extroverted). There is no in-between though people can be both

extraverted and introverted.” (Robbins, pg. 43-44)

There are ways to figure out whether the Myers-Briggs test is valid as many believe it to

be. One approach in deciding if the test is valid is if the personality type of an individual “truly

does facilitate the ability to accurately predict how the person will perform under certain

conditions. It must be shown that there is a consistent and meaningful relation between MBTI

results and success in career placement.” (Pittenger) This becomes challenging because although

two individuals may share the same four-letter personality type, they may react differently under

certain conditions, such as stress or depression. One of the individuals may show anger or

aggression while another may become passive and reclusive in stressful situations.

Another approach is using factor analysis. “The factor analysis is a type of statistic

procedure that consists of making an analysis of the correlations among the questions in the test.

If the MBTI theory is correct, three results should come from the factor analysis. First, the results

should show that there are four clusters, or factors, of questions.” (Pittenger) This means that a

question on extraversion and introversion must fit into this category. “Secondly, we would

expect each factor to be independent of the other factors, inasmuch as the MBTI theory states

that each of the four preference dimensions stands alone.” (Pittenger) This means that questions

for a four-factor category only correlate into one category without crossing into another.

“Finally, we would expect that the factors would account for most of the differences among

individuals.” (Pittenger) This means that the higher the relatedness of questions, the less likely

errors will occur. When measuring these factors in the Myers-Briggs test, these factors do not

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meet statistical requirements to show any validity. The test does not account for variables like

how individual personalities may change when in certain situations.

Overall, the test is helpful for those looking for better insight to gain self-awareness and

possible personality traits they possess but the test does not show any evidence of being a valid

test with accurate and consistent results. To answer the questions purposed earlier, although the

test can provide possible career choices and add self-awareness, it has not been proven in placing

people in the right occupation when going through the hiring process. Also, the test may be used

by companies and taken by millions, it is inconsistent statistically. Because of this, the Myers-

Briggs Type Indicator personality test is not a valid instrument in accurately choosing an

individual’s personality type.

Is the test reliable?

According to Building People, Building Programs article, reliability is “how consistently

a test measures what it attempts to measure”. Consistency is important because, when something

is measured it should be measured two times to ensure you come out with the same answer (or

close to it) each time (2001).

A person’s personality is qualitative and difficult to measure, so psychological

instruments cannot have the same consistency as it would if it was measured with a ruler. But

there are generally accepted standards for psychological instruments. The MBTI instrument

meets and exceeds the standards for psychological instruments in terms of its reliability.

According to the Myers-Briggs website the facts about the MBTI instrument reliability are:

Reliability (when scores are treated as continuous scores, as in most other psychological

instruments) is as good as or better than other personality instruments.

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On retest, people come out with three to four type preferences the same 75% to 90% of

the time.

When a person changes type on retest, it is usually on one of the dichotomous pairs (e.g.,

E-I or S-N), and in a dichotomy where the preference clarity was low.

Today more and more organizations are utilizing personality assessments in their hiring and

employee development practices. In fact, about 80% of Fortune 500 companies use personality

tests to assess potential and current employees in order to make hiring, team building, and

developmental decisions. Before deciding to use the MBTI there are several Pro’s and Con’s

that should be considered according to Rachel Butler with the Helios Human Resources

Department article.

Pro’s Con’s

Strengthening the interview Test take time

Gain a deeper insight into the candidate Test’s cost money

Development and recognition tools Rules and Regulations

Team Building It is not the final answer

Improving the culture

Is the test useful as a screening tool and, if so, under what circumstances?

To answer the question is the Myers-Briggs Type Indicator (MBTI, hereafter) a useful

screening tool for organizations, you would first need to know how much weight is placed on the

results of the test for the organization administering the assessment. Is the MBTI being given for

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the employees own self-evaluation? Or is it being used in the hiring process or for job

placement? If a company is attempting to use the results of the MBTI to determine such things as

job placement, movement or as part of the hiring process; the organization should consider the

following findings from several researchers.

Sharon Chambers and Robin Henson from Texas A & M University and the University of

North Texas, respectively, performed a study using the MBTI with 120 emergency certification

teachers. The teachers were given the MBTI and the results of the tests showed little correlation

between personality and effectiveness in the classroom or classroom management ability.

(Chambers & Henson, 2003). Similar findings were mimicked in an article from the Journal of

Management in Engineering (2002) where civil engineers were given the MBTI. The MBTI,

despite its popularity, has been shown to give invalid and inconsistent results. Management in

any organization should keep this in mind when deciding to give the MBTI to its employees and

how much they want to incorporate the test results into their organizational structure.

We all have different personality quirks and the MBTI does not leave wiggle room for its

results. One section, as an example, gives results as a person being introverted or extroverted but

no area in-between. This could hinder a company from using the results properly if they put too

much trust in the test takers score. Many of the thousands of organizations that give the test to

employees may be falling prey to the MBTI hype and not allowing for its employees to be put in

positions where they could potentially shine. Also, if management uses the results and only the

results of the test and no other information about the employee to hire or for job placement then

the company may be missing out on or misplacing valuable talent.

Robbins and Judge (2012) also state that because the results of the MBTI “tend to be

unrelated to job performance, managers probably shouldn’t use it as a selection test for job

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candidates”. The results of the MBTI pigeonhole the taker into one trait or the other rather than

allowing for a middle ground where many people would fall. The MBTI may best be used as a

tool for reflection and self-awareness for the test taker rather than a pre-screening tool for hiring

or job placement.

How good are companies at mapping test results to job tasks that actually contribute to the

performance of the firm?

Lillian Cunningham (2012) says “more than 10,000 companies, 2,500 colleges and

universities and 200 government agencies in the United States use the test”. While millions of

Americans have taken the MBTI over the years, there is little backing from psychologists,

outside of the Myers and Briggs Foundation, of the test and its results. Psychologists have

quietly shunned the MBTI while corporate America loves it. Cunningham (2012) also says “its

use in organizations benefited from CPP's [the private company that publishes the Myers-Briggs]

aggressive marketing push. And yet, its living-room origins would cast a shadow over its

scientific validity that remains today.”

According to Robert Weigland of St. Luke’s Hospital and Health Network in

Pennsylvania, over half of the 8,200-person staff has taken the MBTI but as of 2002 St. Luke’s

had no way to tell how effective administering the MBTI had been to the organization

(Cunningham, 2012). Mr. Weigland has since co-authored a report for organizations to track

their return on investing in the MBTI (Cunningham, 2012). With the average hourly fee of an

MBTI certified proctor ranges from $75 to $1,000 an hour (yes, $1,000) and the average test

costs $15 to $40 per test, the company can use this report to see if the MBTI is returning a

greater profit than it costs to administer to employees. But, “because of the complexity of

measuring such an investment, many organizations hardly bother to trying to do the math”

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(Cunningham, 2012). So, in reality, it is difficult for companies to measure the success of such

tests as the Myers-Briggs Type Indicator because they do not involve concrete, physical things

but rather psychological traits.

By setting aside what could be a large portion of a companies’ budget, if the company

has hundreds or thousands of employees, for employees to take the MBTI the company may be

causing more financial waste than helping the company. By labeling employees a specific

personality type that they may not necessarily understand or agree with the test may do more

harm than good for self-esteem which is directly related to job performance.

An alternative to the MBTI that most psychologists feel is the best personality test is the

Five Factor Theory (Cunningham, 2012). This test gives a more comprehensive analysis of

personality types and also has five personality categories versus the four that the Myers-Briggs

Type Indicator has. The Five Factor Theory does not have the marketing power the MBTI does,

so it is not as widely used.

We find comfort in things that are familiar. The MBTI is a familiar and wildly popular

personality test for companies. However, what is comfortable or safe may not be helpful or

worth the millions of dollars companies spend each year to administer the test. Is getting a piece

of paper that tells a person they are an introvert versus an extrovert going to overrule their past

work history and achievements and hinder them from going into a management position? In

many instances, this may be the case. Implementing updated and scientifically backed

personality tests could lead to better task placement and job performance for companies and

cause less financial waste.

Is this test ever misused and, if so, how?

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The Myers-Briggs Type Indicator is a mostly misused piece of an organization. Most of

the evidence suggests that the MBTI is not valid. (Robbins and Judge, pg. 43, 2012) With the

MBTI not being valid means that more and more organizations tend to misuse it. One way that it

is misused is by forcing a person into one type or another. When it comes to a person, you cannot

clump people into just black and white with no gray. There are always gray areas. Another way

that the indicator is misused is by profiling a person. (Mi-Ran and Su-Jeong, 2014) An

organization may look at a person on paper and make a decision without actually considering the

person themselves. A person is not only a piece of paper. A test does not show 100% of what a

person can do. The test would be better be used to provide guidance or self-awareness. The

MBTI could also provide training opportunities or career guidance if used properly. The test

should not be used to be the only determining factor of a person can do a particular job. (Robbins

and Judge, pg. 44)

Conclusion:

In conclusion, the Myers-Briggs Test Indicator is invalid. There are far too many factors

to consider if a person is suitable for a position or whether they will fit into a particular group or

team. According to Isabel Briggs-Myers, "It is up to each person to recognize his or her true

preferences." This cannot be determined by taking a test.

Overall, the right personality fit is critical for good performance. However, it is important

to keep in mind that personality assessments are not a stand-alone tool. They should be used only

in conjunction with other employee screening techniques such as behavioral interviews and

references to reflect all of an applicant’s characteristics. Some tests are better predictors than

others, so it is important to do your research. All tests should be job related, consistent with

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business necessity, and compliant with any federal and state regulations pertaining to pre-

employment testing.

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Reference:

Burnett, D. (2013) Nothing personal: the questionable myers-briggs test; the guardian; Retrieved

from http://www.theguardian.com/science/brain-flapping/2013/mar/19/myers-briggs-test-

unscientific

Butler, R. (2014) Pros and cons of personality assessments; Retrieved from

http://www.helioshr.com/2014/05/pros-vs-cons-of-personality-assessments/

Lawrence, G., Martin, C. (2001) Building people, building programs; Center for applications of

psychological types; Retrieved from

http://dept.sfcollege.edu/library/library_guides/subject/apa/electronic.html

Mi-Ran, K., & Su-Jeong, H. (2014). Relationships between the Myers-Briggs Type Indicator

Personality Profiling, Academic Performance and Student Satisfaction in Nursing

Students. International Journal of Bio-Science & Bio-Technology, 6(6), 1-11.

doi:10.14257/ijbsbt.2014.6.6.01

Pittenger, D. Measuring the MBTI... and Coming Up Short.

Recruitadvice.com, 2012. – Retrieved from: http://www.helioshr.com/2014/05/pros-vs-cons-of-

personality-assessments/#sthash.HKwCUXHV.dpuf

Robbins. (2012). Essentials of Organizational Behavior. Upper Saddle River: Prentice

Hall.Validity (statistics). Retrieved from Wikipedia:

https://en.wikipedia.org/wiki/Validity_(statistics)

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https://en.wikipedia.org/wiki/Validity_(statistics)

http://www.helioshr.com/2014/05/pros-vs-cons-of-

http://dept.sfcollege.edu/library/library_guides/subject/apa/electronic.html

http://www.theguardian.com/science/brain-flapping/2013/mar/19/myers-briggs-test-unscientific

http://www.theguardian.com/science/brain-flapping/2013/mar/19/myers-briggs-test-unscientific


The myers-briggs foundation (2015); Retrieved from http://www.myersbriggs.org/my-mbti-

personality-type/mbti-basics/reliability-and-validity.htm

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http://www.myersbriggs.org/my-mbti-

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