But recently I have begun to see the MBTI and similar typology-based measures as worthy of reconsideration and refinement.
I have a lot of respect for articles appearing in Educational and Psychological Measurement. In the Aug 2002 issue, Capraro and Capraro have a meta-analytic reliability generalization study of the MBTI. They conclude: "In general, the MBTI and its scales yielded scores with strong internal consistency and test-retest reliability estimates, although variation was observed." So maybe the MBTI's reliability isn't so bad after all.
And there is some evidence of MBTI predictive validity appearing in the literature. Consider this abstract from the Murray and Johnson article that appeared in Oct 2001 issue of Military Medicine: "Examined the personality characteristics of 1,568 women (average age at entrance 18 yrs) admitted to the US Naval Academy between 1988 and 1996 to evaluate whether personality type was predictive of success vs attrition. The midshipmen completed the Myers-Briggs Type Indicator as well as a demographic questionnaire upon admission. Indicators of performance were gathered at graduation. Results indicate that most women were extroverts. Extroverted-Sensing-Thinking-Judging types were more likely to graduate, whereas Feeling and Perceiving themes were associated with dropping out. Previous military service and higher SAT Math scores were also predictive of success. In general, the Myers-Briggs Type Indicator was not a good predictor of academic or military success at the US Naval Academy. Among women who graduate, SAT (Verbal and Math) scores appear to be the best predictors of both academic and military ratings."
A psychometric measuring instrument should be evaluated on its value when put to use, not just on its psychometric properties. Uses of the MBTI in vocational counseling have been alluded to on this list. But there are others. For example, In I/O psychology we have had over a decade of heightened interest in work teams. We know something about different types of teams and training for team-related skills. But very little about how to put together a team for a given purpose. It's somewhat like selecting the dinner-party guest list so that you will have a lively and enjoyable conversation at the table. If done poorly, the conversation lags or degenerates into nasty argumentation; done right and everyone has a great time. In the workplace, measures like the MBTI may be useful in assembling work teams that have the necessary diversity in such a way that individual differences are complementary and the teams are effective.
So I personally am beginning to lighten up in my attitude towards the Myers-Briggs. And anyway, my students predictably love it. I hate to rain on their parade without good justification.
--Dave
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David E. Campbell, Ph.D. [EMAIL PROTECTED] Department of Psychology Phone: 707-826-3721 Humboldt State University FAX: 707-826-4993 Arcata, CA 95521-8299 www.humboldt.edu/~campbell/psyc.htm
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