Psychometrics, the field of study concerned with the theory and technique of psychological measurement, has become an integral part of academic and career counseling. It offers a way to understand students' personality traits, interests, and aptitudes, thereby guiding them towards suitable career paths. However, the effectiveness of psychometrics is largely dependent on the reliability and validity of the tools used. One such tool that has gained widespread popularity, despite significant criticism from the scientific community, is the Myers-Briggs Type Indicator (MBTI).
What is the Myers-Briggs Type Indicator?
The MBTI is a self-report questionnaire designed to identify a person's personality type, strengths, and preferences. The theory behind the test was conceived by Carl Jung and later operationalized by Katharine Cook Briggs and her daughter Isabel Briggs Myers. The MBTI categorizes individuals into 16 different personality types based on four dichotomies: Extraversion vs. Introversion, Sensing vs. Intuition, Thinking vs. Feeling, and Judging vs. Perceiving.
Despite its widespread use, the MBTI has been the subject of ongoing controversy and criticism. The main issues revolve around its reliability, validity, and applicability, particularly in academic and employment settings.
The Unreliability and Invalidity of the MBTI
The MBTI's reliability, which refers to the consistency of the results over time, has been called into question. Research suggests that the same person can get different results when retaking the test, indicating a lack of consistency in the MBTI's measurements [1].
The validity of the MBTI, or its ability to accurately measure what it claims to measure, has also been challenged. The MBTI is often used to predict job performance and guide career choices, despite the publisher of the test stating that it isn't intended for such use [2]. The MBTI's categories are not proven to be linked to outcomes in the real world, such as how well people of a certain type will perform in a given job [1].
Moreover, the MBTI may be missing nuances by assessing only four aspects of personality differences. Several decades ago, personality researchers determined that there were at least five major personality dimensions, and more recent evidence has shown that there are six [1].
The Discrepancy Between Popularity and Proven Worth
Despite these concerns, the MBTI remains popular, especially in the corporate world. This discrepancy between the MBTI's popularity and its proven worth was noted by a National Academy of Sciences committee in 1991 [3]. The MBTI was born of ideas proposed before psychology was an empirical science, and those ideas were not tested before the tool became a commercial product. Modern psychologists demand that a personality test pass certain criteria to be trusted, and for the MBTI, the evidence suggests it does not meet these standards [3].
The Misuse of MBTI in Academia
The use of the MBTI in academic settings is particularly concerning. The question "what do you want to be when you grow up?" is meaningful across the entire lifespan, not just for kids. When used to guide students towards specific academic paths or careers, the MBTI can potentially pigeonhole individuals based on their personality preferences. This can lead to students pursuing paths that may not truly align with their interests or abilities.
Moreover, adding logical AI recommendations to critical, life-altering decisions made by college graduates and first-time job seekers can make a big difference and a real impact in lives. Therefore, it is crucial to use reliable and valid psychometric tools. [4]
Conclusion
While the MBTI may provide some insights into an individual's personality, its use in academic and employment settings is misguided. Its lack of reliability and validity make it an unreliable tool for guiding students towards suitable academic paths or careers. As such, it is crucial for educators, counselors, and employers to rely on more scientifically robust psychometric tools when making decisions that can significantly impact a person's life [1] [2] [3] [4].
References
[1] Grant, A. (2013). Goodbye to MBTI, the Fad That Won’t Die. Psychology Today. Retrieved from https://www.psychologytoday.com/us/blog/give-and-take/201309/goodbye-mbti-the-fad-won-t-die [2] Society for Human Resource Management. (2015). Why Personality Tests Could Be a Hiring Manager’s Worst Nightmare. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/pages/0615-personality-tests.aspx [3] Burnett, D. (2013). Nothing Personal: The questionable Myers-Briggs test. The Guardian. Retrieved from https://www.theguardian.com/science/brain-flapping/2013/mar/19/myers-briggs-test-unscientific [4] Radwan, M. (2019). The problem with the Myers-Briggs personality test. Discover Magazine. Retrieved from https://www.discovermagazine.com/mind/the-problem-with-the-myers-briggs-personality-test