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Researchers in crew resource management have sought to examine the association between personality and effective team leadership in the cockpit environment. In addition, most airlines make at least a subjective effort to assess personality style and decision-making skills by placing pilot candidates through a two or three stage interview process. In an ongoing effort at Auburn University to develop a comprehensive Pilot Candidate Selection Model, the authors’ purpose was to assess the MBTI and the Mach V as psychological instruments in facilitating the screening of pilot applicants through the development of a discriminate function or variant that would be both reliable and consistent. Neither of these instruments has been employed in the past to screen pilot candidates; yet they measure temperament and leadership skill and could prove useful as supporting instruments in the screening process. The Myers-Briggs Type Indicator as a construct of personality type and the Mach V scale as a construct of skill in small group manipulation were employed in the survey of ninety-eight United States Air Force officers conducted over a three-year period. Research indicates a significant relationship in success in leadership of small groups and the Mach V scores. The authors were able to derive a discriminate function that proved 93 percent accurate in identifying professional pilots from a randomly selected sample of Air Force officers. The results of this study suggest the potential of the MBTI and the Mach V as supporting instruments in the screening of commercial pilot candidates for hire. The authors recommend extending this study to the commercial air carriers by selecting a test group of flight officers with strong CRM performance in order to validate the potential of the MBTI and the Mach V as instruments potentially useful in the larger effort to identify quality pilot candidates.

The Efficacy of the Myers-Briggs Type Indicator (MBTI) and the Mach-V in Formulating Determinates for Pilot Candidate Selection