Exploring Different Personality Tests: Which One Is Right for You?

In self-discovery and personal growth, personality tests have become more popular tools. 

These assessments promise to look into our behaviors, preferences, and motivations. 

But with so many options available, how do you choose the right one? 

Let’s dive into some of the most well-known personality tests, looking for their strengths, limitations, and use-cases.

The Myers-Briggs Type Indicator (MBTI): The Classic Personality Test

The Myers-Briggs Type Indicator, developed by Isabel Briggs Myers and her mother, Katharine Briggs, is maybe the most widely recognized personality assessment. 

Based on Carl Jung’s theory of psychological types, the MBTI categorizes individuals into 16 personality types using four dichotomies:

1. Extraversion (E) or Introversion (I)

2. Sensing (S) or Intuition (N)

3. Thinking (T) or Feeling (F)

4. Judging (J) or Perceiving (P)

Despite its popularity, the MBTI has faced criticism from the scientific community. 

A study by Pittenger (1993) highlighted concerns about the test’s reliability and validity, noting that up to 50% of respondents receive a different personality type when retaking the test after a five-week interval [1].

However, some argue that the MBTI can be valuable for self-reflection and improving team dynamics in the workplace. 

As noted by Furnham (1996), while the MBTI may not be scientifically robust, it can serve as a useful framework for discussing individual differences [2].

The Big Five: The Scientific Approach to Personality

For those looking for more scientifically validated approach, the Big Five model, also known as the Five-Factor Model (FFM), offers a framework for understanding personality. 

This model looks at individuals across five broad dimensions:

1. Openness to experience

2. Conscientiousness

3. Extraversion

4. Agreeableness

5. Neuroticism (sometimes referred to as Emotional Stability)

The Big Five has significant support within the academic community. 

A meta-analysis by Barrick and Mount (1991) found that certain Big Five traits, particularly Conscientiousness, were valid predictors of job performance across different occupational groups [3].

Also, cross-cultural studies have shown the broad approach of the Big Five traits. 

Research by McCrae and Costa (1997) showed that the five-factor structure of personality is really consistent across different cultures and languages [4].

The Enneagram: Diving Deep into Motivations

The Enneagram, a model of nine interconnected personality types, has gained popularity in recent years, mainly in personal development and spiritual circles. 

Each type is associated with core motivations, fears, and desires:

1. The Reformer

2. The Helper

3. The Achiever

4. The Individualist

5. The Investigator

6. The Loyalist

7. The Enthusiast

8. The Challenger

9. The Peacemaker

While the Enneagram lacks the extensive research of the Big Five, some studies have explored its various applications. 

For instance, Sutton, Allinson, and Williams (2013) found that knowledge of Enneagram types could help self-awareness and improve workplace relationships [5].

However, it’s important to note that the scientific community generally views the Enneagram with skepticism due to its lack of validation.

 As Newgent, Parr, Newman, and Higgins (2004) point out, more rigorous research is needed to establish the Enneagram’s reliability and validity [6].

Other Notable Personality Assessments

Several other personality assessments have gained traction in various fields:

1. DiSC Assessment: Primarily used in organizational settings, DiSC categorizes individuals into four main personality types: Dominance, Influence, Steadiness, and Conscientiousness.

2. 16 Personality Factor Questionnaire (16PF): Developed by Raymond Cattell, this assessment measures 16 primary personality traits. A study by Cattell and Mead (2008) demonstrated the test’s validity and its applications in clinical and occupational settings [7].

3. Hexaco Model: An extension of the Big Five, adding a sixth factor: Honesty-Humility. Research by Ashton and Lee (2007) suggests that this additional factor can provide insights into personality that the Big Five might miss [8].

Choosing the Right Personality Test

When selecting a personality test, consider the following factors:

1. Scientific validity: If you’re using the test for research or high-stakes decision-making, prioritize assessments with strong empirical support, such as the Big Five.

2. Purpose: Different tests are better suited for different purposes. For instance, the MBTI might be useful for team-building exercises, while the Big Five could be more appropriate for personnel selection.

3. Cultural context: Ensure the test you choose has been validated across different cultures if you’re using it in a diverse setting.

4. Complexity and time investment: Some tests, like the Enneagram, require significant self-reflection and may take longer to complete and interpret.

5. Cost: Many tests offer free versions, but comprehensive reports often come at a price.

Conclusion: The Role of Personality Tests in Self-Discovery

Personality tests can be valuable tools for self-reflection and understanding others, but to approach them with a critical mindset. 

As emphasized by Morgeson et al. (2007), no single test can capture the full complexity of human personality [9].

These assessments should be looked at as starting points for self-discovery rather than definitive categorizations. 

They can be useful frameworks for talking about individual differences and areas for personal growth. 

However, it’s good to complement test results with real-world observations, feedback from others, and ongoing self-reflection.

As you explore different personality tests, remember that the most valuable insights often come not from the results themselves, but from the conversations and self-examination they inspire.

References

1. Pittenger, D. J. (1993). Measuring the MBTI…and coming up short. Journal of Career Planning and Employment, 54(1), 48-52.

2. Furnham, A. (1996). The big five versus the big four: the relationship between the Myers-Briggs Type Indicator (MBTI) and NEO-PI five factor model of personality. Personality and Individual Differences, 21(2), 303-307.

3. Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta‐analysis. Personnel psychology, 44(1), 1-26.

4. McCrae, R. R., & Costa Jr, P. T. (1997). Personality trait structure as a human universal. American psychologist, 52(5), 509.