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Some reasons cited in the article for why the MBTI should be used with caution

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Some reasons cited in the article for why the MBTI should be used with caution

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* Test-Retest Reliability - several studies (for example, Howes and Carskadon, 1979) showed that individuals received a different type profile when retested.

* Correlation of MBTI scores with other measures of personality - an example cited is that the MBTI scores correlated with other measures of extroversion, including the Big Five measure of personality and Eysenck's personality theory, which is curious because Jung's theory of extraversion (which is what the MBTI is theoretically based on) is different from other theories of extraversion.

* Distribution of scores

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The article didn't discourage the use of the MBTI in corporate settings, but it cited several problems in doing so. (It could be unethical, imo. Will continue later)

from Claire

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Erl: The scale is outdated and psychometrically not sound

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Erl: The scale is outdated and psychometrically not sound

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https://www.youtube.com/watch?v=-Z8J9edf_gw

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Jordan Peterson on MBTI (Myers Briggs Type Indicator)

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The issue on scoring: The type perspective and the dichotomous classification procedures are problematic. 

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The issue on scoring: The type perspective and the dichotomous classification procedures are problematic. 

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the scale is continuous and that the “types” refer to the extremes of the population or scale

McCaulley also affirmed that the MBTI follows type structure by asserting that the dimensions measured by the MBTI are dichotomous and not preferences that exist across a continuous scale that ranges from one pole to another.

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The scale limits describing an individual into 16 types

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The scale limits describing an individual into 16 types

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Issue on descriptive statistics: Froma statistical perspective, the MBTI four letter type formula may imply statistically significant personality differences where none exists

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Issue on descriptive statistics: Froma statistical perspective, the MBTI four letter type formula may imply statistically significant personality differences where none exists

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Stated from a different perspective, the four-letter type formula may create the impression that there is meaningful difference between the personality profiles of two individuals when no such difference exists.

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"Scale limits..: These are stereotypes, it doesn't describe an individual's personality"

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"Scale limits..: These are stereotypes, it doesn't describe an individual's personality"

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In line with the test-retest reliability, different results were generated after each test which would lead us to also think of the external factors that happened in-between the days before the second test.

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Issue on Factor Analysis: (construct validity) A second problem is the correlation among the MBTI scales

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Issue on Factor Analysis: (construct validity) A second problem is the correlation among the MBTI scales

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If the scales are independent measures of different dimensions of personality, there should be little or no intercorrelation among the scales. The available data, however, suggest that there is a sizable correlation among the scales

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There is no valid data that the MBTI determines performance (in our article, job performance)

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There is no valid data that the MBTI determines performance (in our article, job performance)

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Their analysis indicated that a large portion of their participants received different type profiles when retested.

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In other words, making personality a salient component of individual interactions (“Hello, I’m INTJ.”) may exaggerate the tendency of individuals to make dispositional attributions while ignoring situational conditions that affect behavior

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the correlations between conventional measures of personality and performance indicators are approximately r .20. In other words, the shared variance between a personality dimension and work performance is 4%. Therefore, those who claim a link between personality and performance must acknowledge that the majority of work performance reflects many other influences.

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The MBTI scale has the tendency to oversimplify and lead to misinterpretations/misrepresentations.

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The MBTI scale has the tendency to oversimplify and lead to misinterpretations/misrepresentations.

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But in the perspective of Jung, these relate to interpretation, not to performance.

Type preferences also change in life

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Low Test Retest Reliability:
Evidence shows large portion of the tested participants received different profiles when retested.

MBTI only acknowledged little on the person x situation interaction

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- Low Psychometric Properties (high correlation ; low test retest reliability

- Not a good predictive factor

- Disregard other dimensions of personality factors

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As we all agree that the MBTI is not reliable in the workplace, we can also take into account the school setting as consultations/counseling also happens in critical points in school (strand in SHS / course in college)

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The MBTI can be used as a descriptive compass, not a definitive indicator of who a person is.

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The MBTI can be used as a descriptive compass, not a definitive indicator of who a person is.