عنوان مقاله [English]
نویسندگان [English]چکیده [English]
Background and objectives: Security agencies, especially the police, with the knowledge of weakness in external and traditional control systems in the prevention of the targets diversion, and a strong trust in the effectiveness of internal control (Self-Intelligence) in the prevention of intelligence failures have been highly taken into considerations. Among the preventive measures, self-intelligence, as one of the effective, reliable and inexpensive practices with persuasive approach, without resorting to force, threat or reactive tool, compared to other methods is more deeply stable. Accordingly, the main objective of this study is to identify the effective components of self-intelligence in the prevention of intelligence failures of the personnel.
Methodology: This study is of a descriptive-survey research type. The data collection tool was a researcher-made questionnaire with good reliability (α = .80). The face validity of the questionnaire was confirmed by the experts and professors. The statistical population of the study included 180 individuals of police chief commanders and senior managers in Ardabil province. Based on Morgan table, 123 individuals were randomly selected using simple random sampling method. In this study, one-sample t-test was used for statistical analysis.
Findings and results: Getting familiar with the prevention and intelligence skills, organizational attitudes and beliefs, education and culture are the three factors that could be effective in the level of self-intelligence against intelligence failures and could enhance self-defense level against intelligence invasions of the opponents. There was a significant relationship between familiarity with preventive and intelligence skills and the indicators such as familiarity with the measures of increasing risk, increasing inconvenience and loss of interest, growth-oriented measures and awareness. Organizational attitudes and beliefs with indicators such as job satisfaction, satisfaction of the needs of employees, religious beliefs, organizational attachments, loyalty, work ethic, respect for the personality and self-control were measured. There was a significant relationship between education and culture and the indicators such as encouragement and punishment system, in-service courses, promotion and development of educational resources, and assessment.