Assessing reliability of situational judgment tests (SJTs) in high‐stakes situations is problematic with reliability inappropriately measured by Cronbach's alpha when test items are heterogeneous. We computed the corrected, weighted mean alpha from 56 alpha coefficients, which produced a value of α = .46 and reviewed appropriate types of reliability to use with SJTs. In the current longitudinal study, SJT test–retest reliability was r = .82, compared with internal consistency, α = .46, and stratified alpha, α = .45 at Time 1 and α = .52 and stratified α = .51 at Time 2. We used a student sample (Time 1: n = 185; Time 2: n = 132) with items from a credentialing exam with ‘should do’ instructions. The SJT correlated significantly with cognitive ability, r = .30, and agreeableness, r = .24. In Study 2, we assessed test–retest reliability with Human Resource professionals (Time 1: n = 94; Time 2: n = 32) who had been recently credentialed and who participated in a pilot test of new SJT items with ‘most likely/least likely do’ response options. The SJT test–retest reliability was r = .66 compared with internal consistency, α = .43 and stratified α = .47 at Time 1 and α = .61 and stratified α = .67 at Time 2. We discuss the theoretical implications of the Study 1 results as well as the practical implications for use of SJTs in credentialing examinations.

We present a conceptual model of the stressors inherent in contemporary peacekeeping deployments and their consequences. In particular, we propose that contemporary peacekeeping deployments are best characterized as comprising exposure to traumatic stressors in a context of chronic stressors. Implications of die model for personal and organizational functioning are identified as are suggestions for die management of peacekeeping stress.

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This paper provides an introduction to the Special Issue on Industrial-Organizational Psychology in the Canadian Forces. A brief history of the application of psychology in the Canadian Forces is outlined, beginning with World War II. In particular, the creation of the Personnel Selection Branch of the military is described, and the responsibilities of Personnel Selection Officers are outlined. It is demonstrated that these officers are engaged in a variety of activities where the application of psychology is important. The paper concludes by pointing out how the empirical papers contained in the Special Issue, are representative of current research and practice of psychology in the Canadian Forces.