Over-claiming is a concrete operalization of self-enhancement based on respondents' ratings of their knowledge of various persons, events, products, and so on. Because 20% of the items are nonexistent, responses can be analyzed with signal detection formulas to index both response bias (over-claiming) and accuracy (knowledge). Study 1 demonstrated convergence of over-claiming with alternative measures of self-enhancement but independence from cognitive ability. In Studies 2-3, the validity of the overclaiming index held even when respondents were (a) warned about the foils or (b) asked to fake good. Study 3 also showed the utility of the over-claiming index for diagnosing faking. In Study 4, the over-claiming technique was applied to the debate over the adaptive value of positive illusions.

The personality trait of conscientiousness is an important predictor of health and longevity. The present research examined how conscientiousness, in combination with educational attainment and health-related behaviours, predicted self-reported physical health across adulthood. These relations were investigated in two studies, one using a large, representative sample of Illinois residents (N = 617) and the other using a community sample with a multi-method assessment of conscientiousness (N = 274). Across both studies, structural path analyses provided evidence for a model wherein conscientiousness predicted health, in part, through its relationship to both educational attainment and health-related behaviours. The findings suggest conscientiousness predicts health through a diverse set of mechanisms including, but not limited to, educational attainment and health-related behaviours.

Through social exchange, leaders can offer relational support or resources to facilitate employees' proactive attempts to bring positive change (voice) or novel ideas (creativity) and behaviors (innovative behavior) to their work. We consider these three outcomes under the same nomological network as they all represent employees' idea contribution to the organisation. The present paper thus meta‐analytically reviews the findings of research relating leader–member exchange (LMX) to voice (37 samples), creativity (53 samples), and innovative behavior (29 samples). Results show that LMX positively predicts voice, creativity, and innovative behavior. Moreover, LMX is more strongly related with creativity than with voice or innovative behavior, a significant difference maintained even after controlling for study characteristics that may act as confounding variables. Implications of our findings and directions for future research are also discussed.

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