MBTI VS. Big Five OCEAN Personality Test

Whether it’s college drinking games on a group blind date or ice-breaking at a new company orientation, the first question that Koreans ask each other is “What’s your MBTI?”

This obsession has ballooned over the past few years, with people using it as a rapid-fire way to gauge strangers without having to learn anything about them besides four letters.

But is there any actual science behind this fascination? Is it a legitimate tool for understanding ourselves and others, or just a sophisticated version of “What’s your star sign?”

The truth is, humans love a good label. Deep down, we all crave understanding – both of ourselves and the perplexing creatures around us.

And that’s where personality tests come in, promising a shortcut to self-discovery and instant insight into the minds of others. Think about it: whether it’s sorting yourself into a “Harry Potter” house or finding camaraderie with fellow Leos, we’re drawn to these systems because they offer a sense of belonging. They create a shared language, a tribal affiliation, and a comforting framework for navigating the messy world of human interaction.

MBTI, with its 16 neatly defined personality types, offers that same appeal, amplified by Korea’s unique cultural context. However, as we’ve repeatedly explored on this site, the identity belief effects have tremendeous power in shaping our lives so we must exercise caution about what we choose to believe about ourselves.

IVE’s Wonyoung famously refuses to reveal her MBTI to avoid people putting her into a categorized box and limiting her potential. Still, these personality tests are widely used in consequential decisions without an awareness of their limitations.

The MBTI: Popularity vs. Proven Science

So, what is this mystical four-letter code that’s captivating Korea? MBTI, or the Myers-Briggs Type Indicator, is a personality assessment designed to reveal your psychological preferences in how you perceive the world and make decisions.

Created by Isabel Myers and Katharine Briggs during World War II (neither of whom were psychologists, by the way – Isabel was a writer and Katharine a homemaker!), the MBTI was loosely based on Carl Jung’s theory of psychological types. Their aim was to help people understand themselves better and find suitable careers.

Fast forward several decades, and the MBTI has exploded in popularity, becoming a staple in corporate team-building exercises, relationship advice columns, and, as we’ve seen, Korean social circles. Its appeal is undeniable. It provides a structured way to understand complex human behavior, offering a sense of clarity and predictability in a world that often feels chaotic.

Let’s get a quick sense of what each letter actually represents. Here’s a simplified, super quick test to get your gears turning:

E (Extraversion) vs. I (Introversion): It’s towards the end of a party. Do you (E) start asking about the after party, looking for more opportunities to keep the conversations going, or (I) find a quiet corner to observe the scene and recharge your social battery, ready to go home?
S (Sensing) vs. N (Intuition): A waiter at your favorite breakfast restaurant that you frequent gave you an apple without you ordering it. Would you (S) question it or (N) just eat it?
T (Thinking) vs. F (Feeling): Your friend comes to you in tears after a fight with their partner. Do you (T) offer analytical advice, helping them with their problem, or (F) empathize while listening to their story and start tearing up too?
J (Judging) vs. P (Perceiving): You’re planning a vacation. Do you (J) create a detailed itinerary, booking flights and hotels months in advance, or (P) vaguely decide on a destination and wing it when you get there?

What’s your MBTI? I got ISTJ.

Some variations have spun off by adding different letters and naming each of the 16 types but these are the core categories. These, of course, are simplified examples, but they offer a glimpse into the core differences behind each of the MBTI’s four dichotomies.

However, here’s where things get a little… murky. While the MBTI enjoys widespread popularity, the scientific community is far less enthusiastic. Its critics point to a lack of empirical evidence supporting its validity and reliability.¹

In other words, studies haven’t consistently proven that the MBTI accurately measures personality traits, or that your assigned type will remain consistent over time.² It’s also important to note that the MBTI is often marketed as a “personality survey” rather than a rigorous psychological assessment.

This distinction is crucial. While it can be a fun and insightful tool for self-reflection, it shouldn’t be treated as gospel. And yet, it regularly is.

Personality Tests in Relationships: Friendships, Romance, and Compatibility

Beyond the workplace and the water cooler, personality tests, especially the MBTI, are weaving their way into the fabric of our personal connections. Armed with our four-letter codes, we’re using these frameworks to better understand ourselves, our friends, our partners, and even our potential romantic interests.

Think about it: knowing that your best friend is an ENFP might help you appreciate their spontaneous nature, even when they’re dragging you into last-minute karaoke sessions. Understanding that your partner is an ISTJ could explain why they value routine and order, even when you’re craving a bit of chaos.

In this sense, personality tests can serve as a shorthand for empathy, allowing us to bridge communication gaps and navigate differences with a little more understanding.

In the dating world, the allure of personality-based compatibility is especially strong. Imagine swiping through profiles and seeing someone proudly displaying their MBTI type. It’s tempting to think, “Oh, an INFJ? I’ve heard they’re super compatible with ENTPs – maybe this is the one!”

Indeed, some dating apps and websites even incorporate personality tests into their matching algorithms, promising to pair you with someone who’s not just attractive, but also psychologically aligned. This form of “screening” can feel like a shortcut to finding someone who “gets” you from the get-go.

However, tread carefully! While personality tests can offer helpful insights, relying on them too heavily in relationships can be a recipe for disaster. The danger lies in reducing complex individuals to a set of pre-defined characteristics.

People are messy, nuanced, and constantly evolving. A four-letter code simply can’t capture the full spectrum of their personality, their experiences, or their potential for growth.

Imagine dismissing someone as “not your type” simply because their MBTI type doesn’t match your preconceived notions of compatibility. You might be missing out on a truly amazing connection! Or, conversely, forcing yourself to fit into a certain “ideal” role within a relationship based on your perceived personality type.

Personality Tests in the Workplace: Hiring, Promotions, and Ethics

Beyond the social sphere, personality tests have become a fixture in the corporate world, with many companies using them to inform hiring decisions, promotions, and team assignments. The idea is appealing: identify the “right” personality for a particular role, build more effective teams, and ultimately boost productivity.

But is this reliance on personality tests a smart strategy, or is it opening a Pandora’s Box of ethical concerns?

I’ve heard countless stories – some positive, some less so. A friend of mine, an ENFJ, landed her dream marketing job after acing a personality assessment that highlighted her creativity and collaborative spirit.

On the other hand, I know someone who was passed over for a promotion because their personality profile didn’t align with the “ideal leader” archetype favored by their company. They were told, indirectly, that they just weren’t “management material.”

The appeal for employers is clear: personality tests offer a seemingly objective way to assess candidates and employees, reducing the reliance on subjective biases and gut feelings. They can also provide valuable insights into team dynamics, helping managers understand how different personalities might interact and collaborate.

However, the potential for misuse and ethical violations is significant. One of the biggest concerns is the risk of discrimination.

Imagine a company using personality tests to weed out candidates who don’t fit a specific personality profile, effectively creating a homogenous workforce that lacks diversity and innovation. Or, even worse, using these tests as a pretext to fire employees who don’t conform to a certain ideal, stifling individuality and creating a culture of fear.

The fact that people can “hack” personality tests is also a huge problem. Knowing that a company values a certain personality type, job seekers will go to extreme lengths to manipulate their answers and present a more favorable image.

This undermines the validity of the test and defeats the purpose of using it in the first place. The end result is not necessarily a hire that fits the role but someone who knows how to play the game.

Furthermore, the use of personality tests in the workplace can create a self-fulfilling prophecy. If employees are pigeonholed into specific roles based on their perceived personality traits, they may be denied opportunities to develop new skills and explore different areas of the company, limiting their potential and hindering their career growth.

If personality tests are going to be used to make big decisions beyond the context of friendly connection, there is a far better option backed by decades of concrete evidence.

The Big Five: A Data-Driven Alternative

So, if the MBTI’s scientific foundation is a bit shaky, what are the alternatives? Enter the Big Five personality traits, also known as the Five-Factor Model (FFM).

Unlike the MBTI, which was developed based on Jungian theory, the Big Five emerged from decades of empirical research, meticulously analyzing how people describe themselves and others.³ It wasn’t based on one person’s theory, but instead was extracted from the language we use to describe personality.

The fascinating thing about the Big Five is that it wasn’t conceived with a grand theoretical framework in mind. Instead, psychologists noticed patterns emerging from countless studies where people rated themselves and others on various personality traits.⁴

Through statistical analysis, these traits consistently clustered into five broad dimensions, giving rise to the acronym OCEAN:

Openness to Experience: (Inventive/Curious vs. Consistent/Cautious)
Conscientiousness: (Efficient/Organized vs. Easy-going/Careless)
Extraversion: (Outgoing/Energetic vs. Solitary/Reserved)
Agreeableness: (Friendly/Compassionate vs. Challenging/Detached)
Neuroticism: (Sensitive/Nervous vs. Secure/Confident)

But the real strength of the Big Five lies in its reliability and validity.

In scientific terms, validity refers to whether the test actually measures what it claims to measure. A valid personality test will accurately reflect your underlying personality traits.

Reliability, on the other hand, refers to the consistency of a measurement. A reliable personality test will produce similar results if you take it multiple times over a period of time (assuming your personality hasn’t undergone a major transformation, of course!).

Take, for example, the fact that my results from 2017 are nearly identical to my results in 2025 across two different websites.

The Big Five model holds up remarkably well across scientific literature in both of these measures. Numerous studies have demonstrated that the Big Five traits are relatively stable over time, and that they correlate with a wide range of real-world outcomes, such as academic achievement, job performance, relationship satisfaction, and even physical health.⁵

It’s used, for example, in industrial organizational psychology to place and predict job performance. This wealth of evidence supports the idea that the Big Five provides a robust and meaningful framework for understanding human personality.

Compared to the MBTI, the Big Five offers a far more data-driven and scientifically validated approach to understanding ourselves and others. Before we take an in-depth look into each of these dimensions, take the test for yourself and save your results.

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Decoding the OCEAN: A Deeper Dive into the Big Five

Openness

Think of Openness as your appetite for novelty and intellectual stimulation. People high in Openness are curious, imaginative, and enjoy exploring new ideas, experiences, and perspectives.

They’re often the creative forces behind innovation, thriving as artists and entrepreneurs, always seeking to disrupt the status quo. They view others as opportunities to engage in interesting intellectual conversation, seeing the world as a playground of possibilities.

Open individuals are driven by a thirst for knowledge and a deep appreciation for the world of art and beauty. They’re not just intellectually curious; they’re genuinely appreciative of the aesthetic, noticing nuances and details that others might miss. Compared to their “closed” counterparts, they’re more attuned to their own feelings, possessing a greater emotional awareness.

Think of them as independent thinkers, always willing to challenge conventional wisdom and forge their own paths. They tend to think and act in individualistic and nonconforming ways.

That said, labeling them simply as “intellectuals” isn’t quite accurate, although intellectuals often score high in openness. While there is some correlation between Openness and things like years of formal education and performance on standardized intelligence tests, the connection isn’t super strong.

It’s more than just book smarts. One of the hallmarks of an open mind is the ability to think in symbols and abstractions, venturing far beyond the realm of concrete, everyday experiences.

This symbolic cognition might manifest in a variety of ways, from mathematical or logical reasoning to the artistic use of language, musical composition, or mastery of visual arts. It’s about seeing connections and patterns that others might overlook.

On the other end of the spectrum, people with lower scores on Openness tend to have more narrow, common interests. They prefer the straightforward, familiar, and obvious over anything complex, ambiguous, or subtle.

They might even regard the arts and sciences with a bit of suspicion, viewing them as impractical or overly complicated. They prefer familiarity over novelty, tending to be more conservative and resistant to change.

Now, it’s tempting to portray Openness as the “better” personality trait. Many psychologists, including those crafting these personality assessments, are often high in Openness themselves.

But the truth is, both open and closed styles of thinking have their strengths and weaknesses, and each is better suited for certain environments. The intellectual curiosity of an open person might make them an excellent professor or researcher.

However, studies have shown that closed thinking is actually associated with superior job performance in fields like police work, sales, and certain service occupations, where adherence to rules and procedures is paramount.⁶ So, it’s not about which trait is “better,” but about recognizing the value of diverse perspectives and approaches to life.

Conscientiousness

Conscientiousness reflects your level of organization, discipline, and goal-oriented behavior. These are the folks who plan ahead, meet deadlines, and pay attention to detail. They are diligent and orderly, always striving for excellence.

Conscientiousness isn’t just about being responsible, it’s also about commitment to one’s health and well-being which is why, studies show, people high in conscientiousness tend to live longer because they stick to healthy behaviors.⁷ They are industrious and constantly working at something.

This dimension is all about how we manage our impulses, regulate our behavior, and direct our actions towards achieving goals. It’s the inner architect, the project manager of your life! Conscientiousness isn’t just about being organized; it’s about having the self-discipline to follow through on your plans and stay on track, even when temptations arise.

Now, let’s be clear: impulses aren’t inherently bad. Sometimes, a quick decision is needed, and trusting your gut can be the most effective response. Also, when you’re off the clock and just trying to enjoy yourself, a little spontaneity can add spice to life. Those who act spontaneously are usually colorful and fun to be with.

However, impulsive behavior can lead to trouble. Some impulses are downright antisocial, harming others and potentially leading to consequences for the perpetrator.

A problem with impulsivity is that it often yields immediate rewards, but with undesirable, long-term consequences. Think excessive socializing that leads to being fired from a job, or hurling an insult that ruins a relationship. Or even, pleasure-inducing drugs that destroy one’s health.

Even when not seriously destructive, impulsivity undermines effectiveness. By not contemplating alternative actions, the impulsive choice may not be as wise. Projects that require stages or steps may suffer, and accomplishments are small, scattered, and inconsistent.

Think of Conscientiousness as the trait that separates us from earlier life forms: the ability to consider future consequences before acting. Intelligent activity involves contemplating long-range goals, organizing paths, and persisting toward those goals despite short-lived impulses. The idea that intelligence involves impulse control is nicely captured by the term “prudence,” an alternative label for the Conscientiousness domain. Prudent means both wise and cautious.

People who score high on Conscientiousness are perceived by others as intelligent. The benefits are obvious: they avoid trouble and achieve success through purposeful planning and persistence. They’re also seen as reliable and trustworthy.

On the flip side, they can become compulsive perfectionists or workaholics, sacrificing personal well-being for the sake of achievement. Furthermore, extremely conscientious individuals might be regarded as stuffy and boring.

In contrast, those who are unconscientious may be criticized for their unreliability, lack of ambition, and failure to stay within the lines, but they will experience many short-lived pleasures, and they will never be called stuffy!

Extraversion

Extraversion captures your sociability, assertiveness, and energy levels. Extroverts are outgoing, enthusiastic, and enjoy being around people. Their battery is charged by social interaction, they love to talk and be in a public venue.

This dimension is all about how much you engage with the world around you. It’s your social engine, your desire for interaction, and your general level of enthusiasm! Extraversion is marked by a pronounced engagement with the external world.

Extraverts are the life of the party. They thrive on being around people, brimming with energy, and often experiencing a wide range of positive emotions.

They’re the enthusiastic, action-oriented individuals who are likely to say “Yes!” or “Let’s go!” to opportunities for excitement and adventure. In group settings, they love to talk, assert themselves, and naturally draw attention to themselves.

On the other end of the spectrum, we have introverts. It’s easy to think of introverts as shy or antisocial but this is an incorrect conclusion.

They simply lack the exuberance, energy, and high activity levels of extraverts. They tend to be quiet, low-key, deliberate, and more disengaged from the social world.

Their lack of social involvement should not be interpreted as shyness or depression; the introvert simply needs less stimulation than an extravert and prefers to be alone to recharge their batteries.

The independence and reserve of the introvert is sometimes mistaken as unfriendliness or arrogance. In reality, an introvert who scores high on the agreeableness dimension will not seek others out but will be quite pleasant when approached. They simply don’t need the constant social interaction that an extravert craves.

Agreeableness

Agreeableness reflects your level of compassion, empathy, and cooperation. People high in Agreeableness are friendly, kind, and eager to help others.

Their biography is often defined by relationships, as they value harmony and connection above all else. This trait has been linked to maternal pair bonding.

Interestingly, research suggests that women tend to score one standard deviation higher than men on Agreeableness, on average, potentially reflecting differences in social roles and expectations.

This dimension reflects your individual concern with cooperation and social harmony. In essence, it’s how much you prioritize getting along with others and maintaining positive relationships.

Agreeable individuals value getting along with others. They are therefore considerate, friendly, generous, helpful, and willing to compromise their interests with others’.

They’re the people who go out of their way to make others feel comfortable and supported. It also suggests an optimistic view of human nature: they believe people are basically honest, decent, and trustworthy.

On the flip side, disagreeable individuals place self-interest above getting along with others. This doesn’t necessarily mean they’re malicious or evil, but it does mean they’re generally less concerned with the well-being of others and therefore are unlikely to extend themselves for other people.

Sometimes their skepticism about others’ motives causes them to be suspicious, unfriendly, and uncooperative. Disagreeable people tend to occupy management positions in companies because they aren’t afraid of conflict and speak up when they notice something wrong.

There’s no denying that Agreeableness is advantageous for attaining and maintaining popularity. Agreeable people are better liked than disagreeable people.

They tend to build strong social networks and enjoy harmonious relationships. On the other hand, agreeableness is not particularly useful in situations that require tough or absolute objective decisions.

It also requires setting boundaries and making difficult decisions that might disappoint others. Disagreeable people, with their willingness to challenge the status quo and prioritize objective analysis, can make excellent scientists, critics, or soldiers.

Neuroticism

Neuroticism (sometimes referred to as Emotional Stability) reflects your tendency to experience negative emotions such as anxiety, sadness, and anger. People high in Neuroticism are more prone to stress, worry, and self-doubt. Because they are so prone to negative thoughts and feelings, those high in neuroticism view the world as hostile with threats.

This dimension reflects your tendency to experience negative feelings. It’s your sensitivity to stress, your propensity for worry, and your overall emotional stability (or lack thereof).

The term “Neuroticism” has its roots in Freud’s concept of “neurosis,” which he used to describe a condition marked by mental distress, emotional suffering, and an inability to cope effectively with the normal demands of life. Freud suggested that everyone shows some signs of neurosis, but that we differ in our degree of suffering and our specific symptoms of distress.

Today, thankfully, we have a more nuanced understanding, and neuroticism in the Big Five model simply refers to the tendency to experience negative feelings. It isn’t a diagnosis or a sign that anything is inherently “wrong.”

Those who score high on Neuroticism may primarily experience one specific negative feeling such as anxiety, anger, or depression, but are likely to experience several of these emotions.

People high in neuroticism are emotionally reactive. They respond emotionally to events that would not affect most people, and their reactions tend to be more intense than normal.

They’re like the emotional amplifiers of the world! They are more likely to interpret ordinary situations as threatening, and minor frustrations as hopelessly difficult.

Unfortunately, their negative emotional reactions tend to persist for unusually long periods of time, which means they are often in a bad mood. These problems in emotional regulation can diminish a neurotic’s ability to think clearly, make decisions, and cope effectively with stress.

This isn’t to say they’re doomed to a life of misery, of course! Understanding their sensitivity can empower them to develop coping mechanisms and strategies for managing their emotions effectively.

Conclusion

From Korean dating rituals to corporate hiring practices, personality tests have permeated our lives, offering a seemingly simple way to understand ourselves and others. While the MBTI’s widespread popularity is undeniable, its limitations and lack of scientific validation raise serious questions, especially when used in consequential decisions. Just as IVE’s Wonyoung famously refuses to reveal her MBTI, we should tread carefully, especially when it comes to decisions beyond friendly connection.

The Big Five, on the other hand, provides a data-driven alternative, offering a more robust and reliable framework for understanding personality. By exploring the nuances of Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism, we can gain valuable insights into our own strengths, weaknesses, and tendencies.

Ultimately, the value of personality tests lies in fostering self-awareness. Understanding your personality traits can empower you to make more informed decisions, build stronger relationships, and navigate the world with greater clarity and purpose.

However, it’s crucial to remember that these tests are just tools – guideposts on the road to self-discovery, not rigid definitions of who you are. Like the MBTI, the Big 5 personality test has the potential to shape our lives through our beliefs of how it describes us.

As we’ve continuously reiterated on this site, the identity belief effects have tremendous power in shaping our lives so we must exercise caution about what we choose to believe about ourselves. No test, no matter how scientifically valid, can capture the full complexity of your individual experiences, your unique potential, or your capacity for growth.

So, embrace self-awareness, explore the insights that personality tests offer, but never let those labels limit you. Remember, you are more than just a collection of traits.

You are a dynamic, evolving individual with the power to shape your own destiny. While your set point may remain relatively stable throughout your lifetime, the range of expression along each of the five dimensions can and will expand.

Your journey is yours alone, and it’s a journey of constant discovery, growth, and transformation, far beyond the confines of any four-letter code or five-factor model.