|
Personality testing has grown into a major industry and is standard procedure in leadership and management courses， as part of job-interview processes， and， increasingly， in career counselling. But should we really trust such tests to deliver scientific， objective truth？ 个性测试现已发展成为一大产业，是领导力和管理课程的标准程序，它不仅是求职面试流程的组成部分，而且日益成为职业辅导不可或缺的内容之一。但我们是否真的应该相信这类测试能够揭示出科学且客观的真相？ I have some bad news for you： Even the most sophisticated tests have considerable flaws. Take the Myers-Briggs Type Indicator (MBTI)， the world‘s most popular psychometric test， which is based on Jung’s theory of personality types. Over two million are administered every year. The MBTI places you in one of 16 personality types， based on dichotomous categories such as whether you are an introvert or an extrovert， or have a disposition towards being logical or emotional (what it calls “thinking” and “feeling”). 我有一些坏消息要告诉你：即使最复杂的测试也存在很大的缺陷。以迈尔斯-布里格斯类型指标（Myers-Briggs Type Indicator，简称MBTI）为例。这种世界上最流行的心理测试的原理是荣格的性格类型理论，它每年大约被应用200多万次。MBTI测试通过二分法类别——比如你是一位性格内向者还是外向者，你的性情偏重于逻辑还是情绪（也就是它所称的“思维”和“感觉”）——来判定一个人属于16种性格类型的哪一种。 | 
