But according to Paul, as many as three-quarters of test takers achieve a different personality type when tested for a second time.

　　根据作家保罗的观点，有四分之三的受测试者接受第二次测试后得到不同的结果。

　　She argues that the 16 distinctive types described by the Myers-Briggs have no scientific basis whatsoever.

　　她认为，迈尔斯•布里格斯描述的16种不同性格没有任何科学依据。

　　Employees often sense that management is looking for a particular type for a specific post. This assumption may lead to test-takers cheating on the test.

　　雇员往往觉得管理者测试员工性格是为了给特定岗位寻找特定性格的人。这样的臆测可能导致受测试者作假。

　　The investigative writer Barbara Ehrenreich, who has been a strong critic of personality testing for years, thinks employers have a greater tendency to worry about whether a candidate is introvert or extrovert.

　　调查作家芭芭拉•埃伦里希，多年来一直严厉批判性格测试，她认为雇主非常倾向于担心求职者是内向还是外向。

　　These days more employees are expected to work in teams. Sometimes, they are even expected to communicate effectively with people on the other side of the world whom they have never met.

　　现在，更多的雇员被要求进行团队协作。有时候，他们甚至需要与地球另一边素未谋面的人进行有效沟通。

　　There is a perception that extroverts are better at this.

　　有一种观点认为，性格外向的人更能胜任此类工作。

　　“You will be told that no one type is better than another and you should be spontaneous in answering the questions,” she told the BBC.

　　“他们会告诉你，并非哪一种性格优于别的性格，你应该发自内心地回答这些问题。”她接受BBC采访时说。

　　“But, in reality, they are not looking for introverts. Even if what you are doing is looking at figures all day. They want everyone in the environment to be perky and positive and upbeat at all times.”

　　“但是，事实上，他们不喜欢性格内向的人。即使你要做的工作是整天看图表，他们也希望工作环境里的每个人整天都是活泼、积极、乐观的。”