THE DIFFERENTIAL EFFECTS OF MYERS-BRIGGS PERSONALITY TYPE PREFERENCES ON SELF-AND OTHER–RATERS OF TRANSFORMATIONAL LEADERSHIP - Dissertation Study

Sep 17, 2026

Uploaded by James

The study examines differential effects of Myers-Briggs Personality Type Preferences on self-awareness, operationalized as the difference between self- and other-raters of Transformational Leadership. Using cross-sectional quantitative archival data collected in 2018, leaders (n=164) and raters (n=1461) from a U.S. industrial manufacturer were analyzed with MLQ 5X and MBTI. Excel Analysis ToolPak compared leader self-ratings and observer ratings across five MLQ scales and type preferences. Results showed select differences by rater and leader perceptions and partial support for hypotheses 1 and 3.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages130

Reading Time5 h 28 min

AccessFree to download

Chapter 1. Introduction

A. Research Topic and Background

B. Statement of the Problem

C. Purpose of the Study

D. Theoretical Framework

E. Research Questions

F. Methodology

G. Definition of Terminology

H. Assumptions

I. Limitations

J. Delimitations

K. Significance of the Study

L. Organization of the Study

Chapter 2. Literature Review

A. Transformational Leadership

B. Myers-Briggs Type Inventory

C. Self-Awareness

D. MBTI & Transformational Leadership

E. MBTI & Self-Awareness

F. Self-Awareness & Transformational Leadership

Chapter 3. Research Methodology

A. Introduction

B. Research Questions

C. Research Design

D. Population

E. Instrumentation

F. Data Collection

G. Data Analysis

H. Human Subjects Protections

I. Assumptions and Research Bias

Chapter 4. Data Analysis

A. Descriptive Statistics

B. Statistical Analysis

Chapter 5. Interpretation and Implications

A. Interpretation of Data

B. Implications and Applications

C. Limitations

D. Future Research

References

Appendix A

Appendix B

THE DIFFERENTIAL EFFECTS OF MYERS-BRIGGS PERSONALITY TYPE PREFERENCES ON SELF-AND OTHER–RATERS OF TRANSFORMATIONAL LEADERSHIP Jonathan Charles McClean MBA, Henley Management College, 1992 B.Sc. Physics, Imperial College, London, 1986 Submitted to the Graduate Faculty under the supervision of Gail F. Latta, Ph.D. in partial fulfillment of the requirements for the degree of Doctor of Education in Leadership Studies Xavier University Cincinnati, OH May 2020 The Differential Effects of Myers Briggs Personality Type Preferences on Self-and Other-Raters of Transformational Leadership. Jonathan Charles McClean Dissertation Advisor: Gail F. Latta, Ph.D. This study examines the differential effects of Myers-Briggs Personality Type Preferences on self-awareness operationalized as the difference between self-and otherraters of Transformational Leadership. The study is based on a population of Leaders (n= 164) and Raters (n = 1461) from a United States-based industrial manufacturer. The study is cross-sectional, and uses quantitative archival data that was collected in 2018 via an online survey using the MLQ 5X and Myers-Briggs Type Indicator as measurement instruments. These are both well established and validated instruments. The data were analyzed using Excel Analysis ToolPak to compare Leader self-ratings with the average of observer Ratings across the five scales of Transformational Leadership: Idealized Influence – Attributed, Idealized Influence-Behavior, Inspirational Motivation, Intellectual Stimulation and Individual Consideration. The study analyzed differences between Leader and Rater MLQ scores across the four dichotomous type preferences and four cognitive pairs operationalized by Leaders’ self-ratings of MBTI. The results revealed select differences between Leaders’ and Raters’ ratings of Transformational Leadership, regardless of the Leaders’MBTI preference. Data analysis found partial support for Hypotheses 1 and 3, comparing Leaders’ and Raters’ scores based on differences in MBTI personality preferences. Except for Extroversion, there were few statistically significant differences between leader and raters analyzed by single personality preferences, however the effect of Extraversion extended when this personality preference was combined with other MBTI preferences, such as E & T. Only the functional pair ST reflected no significant difference from the other functional pairs and so demonstrated the greatest similarity between self-and other ratings of Transformational Leadership, which could suggest greater self-awareness. No support was found for Hypothesis 2 based on the finding of no significant differences in selfawareness for leaders with Myers-Briggs cognitive style preferences ST and SF, where self-awareness was operationalized as the difference between self and other ratings of transformational leadership on each of the subscales of the MLQ 5X. The only significant effect for self-awareness was localized to SF leaders compared to NT leaders on the intellectual stimulation subscale of transformational leadership. Support was found for Hypothesis 4. There was a significant overall interaction effect between Leader and Rater scores of transformational leadership, when personality was not considered. This interaction effect was largely due to Leaders’ higher ratings of Idealized Influence – Attributed, compared to followers’ ratings on the same transformational leadership subscale. These finding could lead to further research to better understand what aspects of personality may differentially affect how leaders and followers assess transformational leadership. Table of Contents Page Chapter 1. Introduction……………………………………………………………………1 A. Research Topic and Background……………………………………………5 B. Statement of the Problem……………………………………………………5 C. Purpose of the Study………………………………………………………...5 D. Theoretical Framework……………………………………………………...6 E. Research Questions………………………………………

FAQs

How is self-awareness measured in this dissertation?

Self-awareness is operationalized as the difference between self-ratings and other-rater ratings of Transformational Leadership using MLQ 5X subscales.

What data and instruments were used?

The study uses cross-sectional quantitative archival data collected in 2018 through an online survey. Measurement instruments are MLQ 5X for transformational leadership and the Myers-Briggs Type Indicator for personality type preferences.

What were the main findings regarding differences between leaders and raters?

The results revealed select differences in leaders’ versus raters’ assessments of Transformational Leadership, with few statistically significant differences across single personality preferences. Extraversion effects extended when combined with other MBTI preferences, and only certain pairings showed no significant differences.

Which hypotheses received support and which did not?

The study found partial support for Hypotheses 1 and 3, no support for Hypothesis 2, and support for Hypothesis 4, including a significant overall interaction effect when personality was not considered.

Sep 17, 2026

Uploaded by James