Purpose(s) for Administering the Tests
The Myers-Briggs Type Indicator (MBTI), MBTI Step II
The MBTI helps employers gain insights into the personality preferences of their employees or job candidates. Understanding these preferences can aid in forming effective teams, enhancing communication, and improving workplace dynamics. Moreover, MBTI Step II can provide a more nuanced and detailed assessment of an individual’s personality preferences than the original MBTI.
This version expands upon the basic four-letter type framework of the MBTI (e.g., ISTJ, ENFP) by providing a more comprehensive profile of personality facets within each dichotomy (Zrari & Sakale, 2024). By identifying an individual’s personality type, employers can offer personalized career development opportunities that align with their strengths, preferences, and potential areas for growth. This can lead to more fulfilling and productive work experiences for employees.
SHL Occupational Personality Questionnaire (OPQ), OPQ32r
The OPQ32r is commonly used during the recruitment process to assess the personality traits and behavioral tendencies of job applicants. By knowing candidates’ personality profiles, employers can make more informed decisions about their suitability for specific roles and their compatibility with the organizational culture. Assessing organizational culture fit during hiring can increase the likelihood that new hires integrate smoothly into the workplace and thrive in their roles (Saksvik-Lehouillier et al., 2020). Furthermore, OPQ32r can be used as a performance management component to gain insights into employees’ strengths, areas for improvement, and potential barriers to performance. This information can grant relevant additions to performance reviews, goal setting, and coaching conversations to support employees’ professional growth and success.
Characteristic(s) to be Measured by the Tests
MBTI
The four personality trait dichotomies:
- Extraversion (E) vs. Introversion (I)
- Sensing (S) vs. Intuition (N)
- Thinking (T) vs. Feeling (F)
- Judging (J) vs. Perceiving (P).
Detailed personality facets measured by MBTI Step II provide a more in-depth evaluation of an individual’s personality by examining specific facets within each dichotomy, offering a deeper understanding of their personality preferences and behaviors.
OPQ
Work-related personality traits that are relevant to the interactions of the individual in the workplace:
Achievement Orientation
- Sociability
- Influence
- Dependability
- Innovation
- Emotional Control
- Rule-Consciousness
- Flexibility.
Behavioral tendencies encompass not only peculiarities and preferences but also individual inclinations in various situations, providing insights into how individuals are likely to behave, interact with others, and approach tasks and challenges in the workplace.
Target Population
MBTI
Suitable for individuals at different levels of education, from high school students to college graduates, as well as those with varied levels of experience. A wide range of employment backgrounds is applicable, including those who are only beginning their careers.
OPQ
Applicable to a population range from high school graduates to individuals with the highest degrees. Flexible to different levels of experience and backgrounds.
Test Characteristics
Type and Alternate Forms and Scoring Method
MBTI
Usually administered via paper-and-pencil format; available in online form. Both manual and computer software scoring methods are used for scoring.
OPQ
Usually computer-based; available in paper-and-pencil format. For scoring, publisher’s computerized scoring software is used.
Technical Considerations
MBTI
The test demonstrates good test-retest reliability with coefficients typically ranging from 0.70 to 0.90 for the individual facets. The construct validity is acceptable, while specific validity coefficients may vary depending on the assessment’s context and purpose. Large samples are representative of the general population or specific occupational groups.
The assessment aims to be fair and unbiased across different demographic groups. The adverse impact evidence may vary based on specific studies and contexts. The test is applicable to a wide range of individuals, including employees, job candidates, students, and individuals seeking personal development.
OPQ
The assessment has good internal consistency reliability, with coefficients typically exceeding 0.70. Its construct validity is acceptable, with correlations with other personality measures and job performance. The test is based on large samples representative of the working population.
Test fairness evidence aims for fairness and unbiasedness. Adverse impact evidence varies depending on the study population and context. The assessment is widely applicable in different settings.
Administration Considerations
MBTI
The assessment is administered either individually or in group settings, and it takes approximately 20-30 min. Materials needed include a test booklet, answer sheets, scoring templates (manual), and access to scoring software (computer) at any accessible facility. Administrators should be trained in MBTI interpretation and ethical administration practices.
It is also required to use clear, easy-to-comprehend language; translated versions are available for greater utility. The manual provides information on administration, scoring, interpretation, and technical properties. Supporting documents available from the publisher include additional resources, e.g., technical manuals, user guides, and training materials. The publisher provides assistance with test administration, interpretation, and technical support. Independent reviews can be done to gain more insight into the test’s reliability, validity, and utility.
OPQ
The test is employed in individual or group contexts, depending on the need. The time is 20 to 40 min. Materials needed include a computerized test platform, user credentials, and scoring reports in different settings depending on availability. The trained administrators should know not only how to implement the test, but also how to interpret the results.
One should employ straightforward language and focus on specific personality traits. The manual information is relatively the same as in MBTI. Supporting documents are similar to those in MBTI. The publisher assists in how the test should be implemented and how the results should be interpreted. Independent reviews may be implemented for more relevant insights.
Overall Evaluation
Overall, MBTI Step II is quite flexible and is also used to gather information for personal and professional development (and both). The emphasis on facets within dichotomies, detailed reporting, and versatile applications make it a widely used tool in the field of psychology and organizational development.
It must be noted that OPQ32r is based on normative data, ensuring that assessment results are interpreted within the context of relevant comparison groups, providing meaningful insights into individuals’ personality profiles relative to the broader population or specific occupational norms.
References
Saksvik-Lehouillier, I., Børstad Eriksen, I., Langvik, E., & Tommasi, M. (2020). A candidate perspective on personality testing in the selection process: The use of strategies and criteria for a positive experience. Cogent Psychology, 7(1).
Zrari, A., & Sakale, S. (2024). Assessing the psychometric properties of the Dynomight™ MBTI: A comparative analysis with the Original Myers-Briggs Type Indicator. Journal of Psychology and Behavior Studies 4(1), 27-37.