Amy Gade

IDS 801: Introduction to Graduate Studies (Dr. Cynthia Garrety)

Final Annotated Bibliography
Research Question: Are certain personality characteristics, as determined through
Myers-Briggs Type Indicator testing, associated with quality leadership?
Works Cited
Bahreinian, M., Ahi, M., & Soltani, F. (2012). The Relationship Between Personality
Type and Leadership
Style of Managers: A Case Study. Mustang Journal
of Business and Ethics, 3,
94-111. Retrieved
from
http://search.proquest.com/docview/1260994535?accountid=27424
This article is extremely applicable to my topic because it details the MBTI test and
leadership generally, as well as how the two may correlate. In this study, Lutans
model and the MBTI were used to examine leadership style and managers
personality type. The authors hypothesized, much like I would, that personality type
significantly associates with their leadership style. They further broke down several
more specific subsidiary hypotheses relative to each identifying factor in the MBTI
test.
The results of this descriptive survey research allowed the following hypotheses to
be confirmed: extroverts prefer relationship-oriented leadership style; sensing
individuals search for details and practicality so prefer a task-oriented leadership
style; intuitive people pay close attention to different solutions and options to allow
subordinates to express themselves, therefore, preferring a relationship-oriented
leadership style as well. This study would help my hypothesis that certain
personality characteristics are in fact associated with quality leadership or at least
certain leadership styles.
Brown, F. W., & Reilly, M. D. (2009). The Myers-Briggs Type Indicator and
transformational leadership.
The Journal of Management Development, 28(10),
916-932.
doi:http://dx.doi.org/10.1108/02621710911000677
This journal article focuses on the relationship between the MBTI and
transformational leadership. The authors hypothesize that transformational
leadership predicts desirable outcomes, leaders will evaluate themselves as more
transformational than their subordinates would, elements of the MBTI are
associated with self-reported transformational leadership, and lastly, that elements
of the MBTI are associated with follower reported transformational leadership.
As a part of a management development project, these hypotheses were tested at a
large North American telecommunications manufacturing facility by use of the MBTI
and self-reports of transformational leadership behaviors, through the MLQ form.
While the hypotheses of transformational leadership predicting desirable outcomes
and leaders reporting themselves as more transformational than subordinates
would tested positively, other hypotheses were only partially confirmed, in that
extroversion and intuitive traits relate more to transformational leadership than

other qualities. I still believe this study helps my hypothesis that some personality
characteristics are more often associated with quality leadership.
Clinebell, S., & Stecher, M. (2003). Teaching teams to be teams: An exercise using
the Myers-Briggs Type
Indicator and the Five-Factor personality traits.
Journal of Management Education, 27(3), 362.
Retrieved from
http://search.proquest.com/docview/195714482?accountid=27424
This article discusses an intervention method used by college students to create a
stronger team dynamic by considering each individuals Myers-Briggs Type Indicator
personality type as it relates to team functioning and performance. Students in the
study identified increased production through role specification based on
personality preferences and interests.
This research is relevant because it talks about the relationship between personality
type and teamwork. While it does not specifically talk about one student being
named leader and how that role might relate to their personality type, it does
correlate to leadership strongly, in that we know teamwork as one of the most
pertinent parts of leadership. I believe by stressing the importance and benefit of
each individual student knowing their own and others personality types within their
group as it relates to teamwork, we can see how personality characteristics can
directly relate to leadership style preferences.
Gehring, D. R. (2007). Applying traits theory of leadership to project management.
Project Management
Journal, 38 (1), 44-54, Retrieved from
http://search.ebscohost.com.ezproxy.fhsu.edu:2048/login.aspx?
direct=true&db=ofm&AN=5105 94746&site=ehost-live
This scholarly, peer-reviewed article investigates the validity of the traits theory of
leadership and management competencies. This research reviews the traits theory,
project leadership traits, and the application of the Myers-Briggs Type Indicator. A
questionnaire was emailed to project managers worldwide, with over 53 major
managers responding from across the world.
The study proved that certain personality types possess more of the employee
preferences aligned with quality project leadership competencies. The article
identified 7 MBTI personality types that work well for project management. While
this article relates specifically to project leadership, I believe project leadership is a
large enough component of general leadership skills that one could see their
correlation.
Gentry, W. A., Mondore, S. P., & Cox, B. D. (2007). A study of managerial derailment
characteristics and
personality preferences. The Journal of Management
Development, 26(9), 857-873. doi:http://dx.doi.org/10.1108/02621710710819348
This journal article proves to determine if there is relationship between personality
type, as identified through the Myers-Briggs Type Indicator test, and managerial
derailment, meaning not developing in leadership to the extent once believed. The
study used the over 6,000 managers self-reported MBTI type, as well as observers
ratings of the managers derailment characteristics to identify any significant
correlation.

The authors found correlation in that intuitor managers were more apt to display
derailment characteristics potentially due to the fact that they follow hunches more
than factual or systematic pieces of information. Likewise, perceivers are more likely
to derail than judgers, possibly because of their thrill for last minute decisions. I
think this article supports the correlation between personality type and leadership
style by proving that many actions, reactions, and preferences of leaders can be
directly related to their personality characteristics.
Hagey, D. K. (2009). Personality Type and Leadership. U.S. Army Medical
Department Journal, 24-26.
This report, printed in an Army journal, poses to discuss the purpose of the MyersBriggs Type Indicator and how it can be utilized to understand our own preferences
and those of others, like our colleagues or even supervisors. The author gives a very
detailed understanding of the 4 scales and 8 preferences identified through the
completion of the MBTI test.
I most appreciate the way the author generalizes the use of this tests, as not
something used to stereotype or compartmentalize people, but instead as a way to
understand ourselves and the others around us. Because this article was written
from a military perspective, it deems to show that all in military branches are
expected to serve as a leader, whether given the actual title or not. I think this is an
all too often ignored aspect of leadership. Utilizing this article would help one
associate that personality alters ones preferences in leadership and work situations.
Hirsh, S., & Kise, J. G. (2006). Work It Out: Using Personality Type to Improve Team
Performance.
Mountain View, CA: Davies-Black Publishing.
This book, written by leadership and management consultants, gives a very detailed
explanation of every personality identifier recognized by the Myers-Briggs Type
Indicator. It goes on to break down the function of certain combinations of
personality types and how to work with these types within a workplace.
In its details on each personality identifier, several characteristics are given about
preferences of these identifiers and those likely to become leaders. What I
appreciate most about this resource is that it gives all personality types the
opportunity to lead, but then also gives suggestions on how people of opposing
personality types can learn from and work with these personality types. I think this
source more than anything simply echoes that personality characteristics can be
associated with leadership and workplace function.
Michael, J. (2003). Using the Myers-Briggs Type Indicator as a tool for leadership
development? Apply
with caution. Journal of Leadership &
Organizational Studies, 10(1), 68. Retrieved from
http://search.proquest.com/docview/203147661?accountid=27424
This journal article does not stand to oppose the relationship between personality
type and leadership style, as much as it proves to show limitations in the original
intention of the Myers-Briggs Type Indicator test and how it is being used today in
leadership development. While the MBTI is a great self-reporting test and may help

one understand their own personality preferences, it can easily be influenced by

situational application.
The author continues to discuss some of the common assumptions made regarding
personality type and leadership preferences (for example, the assumption could be
made that sensors and feeling personality types prefer a more subordinate-involved
or transformational leadership style). I think this article is applicable to my
hypothesis because it explains some of the many variables in self-reported
personality type testing and also in the application of leadership style , yet still
proves that the two are commonly interrelated. While this article discusses many
failed attempts to relate leadership and personality type, it is still important to
discuss what some of the implications of this relationship may be.
Moraski, J. (2001). Leadership: The Personality Factor. Retrieved from
http://www.dtic.mil/dtic/tr/fulltext/u2/a401567.pdf
This paper, as a partial requirement for a Masters degree in Military Studies,
considers the correlation between leadership and personality as it relates to military
leaders. The author gives very detailed background on the theories of leadership,
leadership and personality traits, personality type testing, and military leadership.
The author also identified two famous military leaders with very different
personality types as a means of comparison.
The study concludes that people with certain personality traits are more likely to
become effective leaders. It was deduced that because four Myers-Briggs
personality types equate for about 78 percent of middle to high rank leaders in the
US military, these types may make the most effective leaders. While this article
relates specifically to military leadership, I believe it makes important claims about
certain personality characteristics and personality types being found in effective
leaders in one of the most reputable places that leadership is used.
Nordvik, H., & Brovold, H. (1998). Personality traits in leadership tasks.
Scandinavian Journal of Psychology, 39(2).
This article reviews a study intended to support the hypothesis that people have
preferential differences in terms of tasks related to leadership due to their
personality differences. A questionnaire was distributed to over 1000 adults, which
aimed to first identify which of the four leadership task types (production,
administration, enterprising, and integration) each leader preferred and then which
personality type, as determined through the Myers-Briggs Type Indicator test, the
leader claims.
Results of this study did, in fact, prove opposing interests in administration and
enterprising leadership tasks, which can be attributed to the same distinctions
between sensing and intuitive or judging and perception personality indicators of
the MBTI. This study further backs my hypothesis that personality characteristics
can have large influences in the type of leadership displayed or more specifically, as
identified in this study, their leadership task preferences.

Roush, P. E., & Atwater, L. (1992). Using MBTI to Understand Transformational

Leadership and SelfPerception Accuracy. Military Psychology (Taylor & Francis
Ltd), 4(1), 17.
This journal article reviews a study of student leaders at a military academy to
understand how personality type can be tied to leadership style preferences. About
90 student leaders were MOQ, an adaptation of the Multifactor Leadership
Questionnaire, to describe the perception of their own leadership, while their
subordinates completed a follower version to report on their perspective of the
leaders leadership style. The Myers-Briggs Type Indicator test was also performed
to correlate personality type.
The authors found that those leaders who were evaluated as of the sensing and
feeling personality types preferred and often defaulted to a more transformational,
subordinate-involved, leadership style. I believe this article supports the hypothesis
that personality type influences a leaders leadership type by proving not only that
self-reports consistently show association with certain personality types and
leadership styles, but also by subordinate reports of certain leadership types being
utilized more often by leaders with certain personality indicators.
Sieff, G., & Carstens, L. (2006). The Relationship Between Personality Type and
Leadership Focus. SA
Journal of Human Resource Management, 4 (1), 52-62.
doi:10.4102/sajhrm.v4i1.84
This scholarly, peer-reviewed journal article focuses on the relationship between
personality type, as determined through the Myers-Briggs Type Indicator, and
leadership focus, as determined through the Leadership Focus Questionnaire. A
mixed methods approach to surveying was used to collect data for review from
managers and leaders furthering their education.
Results from this study prove that extraverted types are more comfortable with the
challenges that come in being the leader, while extraverted, sensing, thinking, and
judging types seem to find more of a fit within their organization than other
personality types. This research is relevant because it shows that certain personality
characteristics are more comfortable and more willing to pursue leadership
opportunities than other types.