The Myers Briggs Type Indicator

MYERS-BRIGGS TYPE INDICATOR
RESEARCH PAPER
PROFESSOR MARK FITZGERALD
MEGAN FREED, DENISEGREEN, CASSANDRA HIGBEA,
BRETT KEPPER, TYNIA PRICE
[COMPANY NAME]
Organizational Behavior
JULY 31, 2015

The Myers BriggsType IndicatorResearchPaper
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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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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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