A Review of the Myers-Briggs Type Indicator in Public Affairs Education

Sample, John

doi:10.1080/15236803.2017.12002300

Cited by 12 publications

(8 citation statements)

References 15 publications

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“…This is because when CI and ability EI are paired, organisations may be able to tap other emotional competencies important in predicting job performance. The outcome where personality types consistently predicted job performance with small practical effect corroborates past research where the personality types were not a strong predictor, but rather a useful personnel development tool (Leary et al, 2009;Sample, 2017;Varvel, Adams, Pridie, & Ulloa, 2004). Thus, the research partially provided supportive evidence for the research hypothesis.…”

Section: Discussionsupporting

confidence: 83%

“…Vincent, Ward and Denson (2013) found that the MBTI's intuition is associated with leadership performance. The MBTI types have also been found to improve the quality of decision-making and problem solving (Prince, 2015;Sample, 2017), which is expected to lead to a better job performance. Engineers high on judging and intuition were found to perform better on the job (Carr, De la Garza, & Vorster, 2002).…”

Section: Associations Between the Constructsmentioning

confidence: 99%

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Cognitive intelligence, emotional intelligence and personality types as predictors of job performance: Exploring a model for personnel selection

Dhliwayo

Coetzee

2020

SA j. hum. resour. manag.

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Orientation: The process of personnel selection is essential for organisations because it ensures that only those candidates who are likely to contribute to the economic value of an organisation are chosen to fill job vacancies.Research purpose: This research sought to explore cognitive intelligence (CI), ability emotional intelligence (ability EI), trait emotional intelligence (trait EI) and personality types as predictors of job performance with the view to propose a valid selection model for the Zimbabwean organisational context.Motivation for the study: In the personnel selection context, separate studies investigated the single predictive power of the constructs relevant to the study in different settings and studies. The role of personality types in selection is especially under-researched.Research approach, design and method: The study utilised a cross-sectional survey design. The convenience sample constituted (N = 299) supervisory and professionally qualified, experienced specialists from various organisations in Zimbabwe. The GAMA, AES, WEIS, MBTI, Form M and JPS were administered.Main findings: Structural equation modelling indicated CI as the best predictor of job performance, followed by ability EI and then by personality types. Trait EI could not account for any variance in job performance.Practical implications/managerial implications: Personnel selection models in the Zimbabwean context could consider including the empirically demonstrated variables in selection practices.Contribution/value-add: The research advanced personnel selection theory by empirically and scientifically identifying the core elements of, and proposing a personnel selection model for use by human resources practitioners and organisations in the African context.

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Section: Discussionsupporting

confidence: 83%

Section: Associations Between the Constructsmentioning

confidence: 99%

Cognitive intelligence, emotional intelligence and personality types as predictors of job performance: Exploring a model for personnel selection

Dhliwayo

Coetzee

2020

SA j. hum. resour. manag.

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“…In particular, [19] also looks at MBTI's validity, which is quite adequate for students in Japan. However, research by [20] found that each dimension in the MBTI correlated with each other, even with personality types A/B and Locus of Control, and also provides support that MBTI is a valid and reliable tool [21].…”

Section: Introductionmentioning

confidence: 92%

Predicting managerial styles: Is the Myers-Briggs Type Indicator still useful?

Sari

Bashori

2020

EduLearn

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The managerial ability for leaders becomes a critical matter to achieve organizational effectiveness. This study aims to describe the profile of school principals in Yogyakarta. A total of 39 principals in elementary school and senior high school participated in this study. Data was collected using the Myers-Briggs Type Indicator (MBTI) and Management Style Diagnostic Test (MSDT). The results showed that the dominant personality character is the components of openness, relationships, confidence, persistence, and combined with opportunities for creative and macro thinking. The principal's management style is dominated by Bureaucrat's type, which signifies compliance with the organization's rules and regulations and, combined with the Developer that allows a harmonious relationship between subordinate superiors to make efforts to develop.

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“…The MBTI is one of the most popular of all personality tests (Furnham, 2020). Psychology Despite its many problems (Pittenger, 2005;Sample, 2017;Sato, 2017), there has been a great interest in the assessment of EQ since the start of this millennium (Arnau et al, 2003;Bergner et al, 2016;Caplan, 2003;Capraro & Capraro, 2002;Carlson, 1985;Carlyn, 1977;Dawes, 2004;DeVito, 1985;Diekmann et al, 2015;Fretwell et al, 2013;Furnham, 2006;Ginevra et al, 2014;Lloyd, 2022). There is a continual flow of papers, often in technical journals, reporting how MBTI types behave in a wide variety of work contexts though they are often difficult to access.…”

Section: Myers-briggs Type Inventory (Mbti)mentioning

confidence: 99%

The Relationship between Emotional Intelligence and the MBTI

Furnham

2024

PSYCH

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This paper reports on two studies, to attempt to replicate findings that correlated the Myers-Briggs Type Inventory (MBTI) and Bar-On Emotional Quotient Inventory (EQ-2). In the first study (n = 514), the clearest correlations indicated that overall Introverted, Sensing and Judging types had lower Emotional Intelligence. The second study (n = 146) indicated that those scoring high on the Thinking-Feeling dimension had higher Emotional Intelligence scores at both the domain and facet levels. Whilst these results confirmed the hypotheses and the findings from previous studies, they also indicated little correlation between the two measures. Implications and limitations are discussed.

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A Review of the Myers-Briggs Type Indicator in Public Affairs Education

Cited by 12 publications

References 15 publications

Cognitive intelligence, emotional intelligence and personality types as predictors of job performance: Exploring a model for personnel selection

Cognitive intelligence, emotional intelligence and personality types as predictors of job performance: Exploring a model for personnel selection

Predicting managerial styles: Is the Myers-Briggs Type Indicator still useful?

The Relationship between Emotional Intelligence and the MBTI

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