Response distortion and the Myers-Briggs Type Indicator: implications for selection and organizational applications

Abstract

The goals of the present study were to determine whether any or all scales of the Myers-Briggs Type Indicator (MBTI) are susceptible to response distortion, and whether certain personality types are more proficient at distorting these scales. A 4 (temperament type) X 3 (level of information) X 3 (intelligence group) factorial design was used to examine the experimental hypotheses. Subjects were asked to respond to the MBTI twice, once reporting their honest preferences, and once faking a role polar opposite to their own preferences. Results indicated all MBTI scales’ are susceptible to response distortion to varying degrees. Subjects were able to create accurate faking profiles on the MBTI with relatively little information on the role to be faked. Certain temperaments, particularly NFs, are better at distorting their responses to these scales than others. Intelligence may also play a role in subjects’ ability to fake their responses. Level of information given on the MBTI scales did not affect subjects’ ability to distort their responses to the individual scales. Because of its susceptibility to response distortion, it was suggested that the MBTI not be used as part of the organizational selection process. Implications for these results on other organizational applications of the MBTI and suggestions for future research are also discussed.