Autonomous University of Tamaulipas

Accurate and timely diagnosis of citrus diseases is essential for reducing economic losses in global agriculture. Although deep learning models provide high diagnostic accuracy, their computational demands often hinder deployment on resource-limited edge devices. To overcome this challenge, this study proposes an optimized hybrid framework for phytopathological classification. The methodology combines handcrafted descriptors (Blue-Green-Red "BGR" color statistical moments) with hierarchical spatial abstractions derived from a pre-trained Visual Geometry Group 16-layer (VGG16) deep architecture. An initial high-dimensional feature space was created by concatenating 360 handcrafted statistical descriptors and 12,800 deep textural features. By implementing a Wrapper-Greedy Stepwise selection strategy, this original space was reduced by over 96%. The resulting Elite Model identifies 12 and 18 critical attributes across two independent, transcontinental datasets (Mexico and Pakistan, respectively), effectively capturing both subtle chromatic anomalies and complex structural lesions. Experimental benchmarking confirms that this parsimonious hybrid approach delivers robust classification accuracy ranging from 87.30% to 95.23%, significantly outperforming unimodal architectures. Ultimately, this framework provides a highly efficient, interpretable, and scalable solution for real-time disease monitoring in precision agriculture.

Workplace happiness has emerged as a strategic and ethical priority due to its impact on employee well-being, engagement, and sustainable performance. However, the construct remains conceptually fragmented, with existing measures often limited to affect or job satisfaction. This study addresses these limitations by proposing and preliminarily validating a multidimensional instrument that integrates hedonic and eudaimonic dimensions of workplace happiness: emotional well-being and purpose, work–life balance, and work relationships and support. Using a multi-phase research design, including expert content validation, a pilot study ( n = 100), and large-scale psychometric testing ( n = 354), the study applies exploratory and confirmatory factor analyses. Results provide initial evidence of strong structural validity, internal consistency, and convergent and discriminant validity (CFI = 0.971; TLI = 0.959; RMSEA = 0.078). Workplace happiness is conceptualised as a synergy of affective fulfilment, meaningful contribution, and supportive relationships. Despite cross-sectional and non-probabilistic limitations, the instrument offers a robust foundation for future validation and human-centred organisational research.

PurposeThis study aims to examine the mediating role of happiness management and brand pride in the relationship between human resource practices (HRPs) and self-perceived job performance in Ibero-American organisations.Design/methodology/approachA quantitative cross-sectional design was used with 408 participants. Data were analysed using covariance-based structural equation modelling to assess the direct and indirect relationships proposed in the theoretical model.FindingsThe results confirm that HRPs positively influence both happiness management and brand pride, but not performance directly. In contrast, both happiness management and brand pride significantly affect job performance. Furthermore, a marginal mediation of happiness management is also observed in the relationship between HRPs and performance (p = 0.051), which suggests a near-significant emotional mechanism. Significant mediations of brand pride and happiness management are also found between pride and performance.Originality/valueThe study provides novel evidence in the Ibero-American context by integrating four constructs into a single explanatory model, extending social exchange theory from an emotional perspective. It highlights that happiness management constitutes a management strategy and an ethical and cultural responsibility for building more human and sustainable organisations. Practical implications include promoting emotionally intelligent communication, symbolic recognition practices and a culture that fosters employee pride and well-being. ObjetivoEste estudio examina el rol mediador del Happiness Management y del orgullo de marca en la relaci & oacute;n entre las pr & aacute;cticas de recursos humanos (PRH) y el desempe & ntilde;o laboral autoperibido en organizaciones iberoamericanas.Dise & ntilde;o/metodolog & iacute;a/enfoqueSe emple & oacute; un dise & ntilde;o cuantitativo de corte transversal con 408 participantes. Los datos fueron analizados mediante modelado de ecuaciones estructurales basado en covarianzas (CB-SEM) para evaluar las relaciones directas e indirectas propuestas en el modelo te & oacute;rico.ResultadosLos hallazgos confirman que las PRH influyen positivamente tanto en el Happiness Management como en el orgullo de marca, pero no en el desempe & ntilde;o de manera directa. En contraste, tanto el Happiness Management como el orgullo de marca afectan significativamente el desempe & ntilde;o laboral. Asimismo, se observa una mediaci & oacute;n marginal del Happiness Management en la relaci & oacute;n entre PRH y desempe & ntilde;o (p = 0.051), lo que sugiere un mecanismo emocional cercano a la significancia. Tambi & eacute;n se identifican mediaciones significativas del orgullo de marca y del Happiness Management entre orgullo y desempe & ntilde;o.Originalidad/valorEl estudio aporta evidencia novedosa en el contexto iberoamericano al integrar cuatro constructos en un solo modelo explicativo, ampliando la Teor & iacute;a del Intercambio Social desde una perspectiva emocional. Se destaca que el Happiness Management constituye una estrategia de gesti & oacute;n y una responsabilidad & eacute;tica y cultural para construir organizaciones m & aacute;s humanas y sostenibles. Las implicaciones pr & aacute;cticas incluyen la promoci & oacute;n de una comunicaci & oacute;n emocionalmente inteligente, pr & aacute;cticas de reconocimiento simb & oacute;lico y una cultura que fomente el orgullo y el bienestar del personal. ObjetivoEste estudo examina o papel mediador do Happiness Management e do orgulho de marca na rela & ccedil;& atilde;o entre pr & aacute;ticas de recursos humanos (PRH) e desempenho laboral autorpercebido em organiza & ccedil;& otilde;es ibero-americanas.Design/metodologia/abordagemFoi utilizado um desenho quantitativo de corte transversal com 408 participantes. Os dados foram analisados por meio de modelagem de equa & ccedil;& otilde;es estruturais baseada em covari & acirc;ncia (CB-SEM), a fim de avaliar as rela & ccedil;& otilde;es diretas e indiretas propostas no modelo te & oacute;rico.ResultadosOs resultados confirmam que as PRH influenciam positivamente tanto o Happiness Management quanto o orgulho de marca, mas n & atilde;o o desempenho diretamente. Em contraste, tanto o Happiness Management quanto o orgulho de marca afetam significativamente o desempenho laboral. Al & eacute;m disso, observa-se uma media & ccedil;& atilde;o marginal do Happiness Management na rela & ccedil;& atilde;o entre PRH e desempenho (p = 0.051), sugerindo um mecanismo emocional pr & oacute;ximo & agrave; signific & acirc;ncia estat & iacute;stica. Media & ccedil;& otilde;es significativas do orgulho de marca e do Happiness Management tamb & eacute;m foram identificadas entre orgulho e desempenho.Originalidade/valorO estudo oferece evid & ecirc;ncias in & eacute;ditas no contexto ibero-americano ao integrar quatro construtos em um & uacute;nico modelo explicativo, ampliando a Teoria da Troca Social sob uma perspectiva emocional. Destaca-se que o Happiness Management constitui uma estrat & eacute;gia de gest & atilde;o e uma responsabilidade & eacute;tica e cultural para a constru & ccedil;& atilde;o de organiza & ccedil;& otilde;es mais humanas e sustent & aacute;veis. As implica & ccedil;& otilde;es pr & aacute;ticas incluem a promo & ccedil;& atilde;o de comunica & ccedil;& atilde;o emocionalmente inteligente, pr & aacute;ticas de reconhecimento simb & oacute;lico e uma cultura que fomente o orgulho e o bem-estar dos colaboradores.

Digital competence has become a key component of teaching excellence in higher education. This study, from a global framework, presents a bibliometric analysis of scientific production on digital competences in the university context to identify research trends, collaboration networks, and thematic evolution in Latin America. A total of 1985 papers published between 1993 and 2025 in the Web of Science Core Collection were analyzed using a PRISMA-based protocol. The results show exponential growth in publications since 2019, underscoring the global relevance of digital literacy in transforming teaching and learning processes. Spain stands out as a leading country in productivity and impact, supported by consolidated institutional frameworks such as DigComp and DigCompEdu. Keyword analysis reveals a transition from a tech-skills-focused approach to a more holistic perspective that incorporates critical thinking, ethics, and responsible use of emerging technologies, especially artificial intelligence. Although Latin America shows an increase in its contributions, its international visibility remains limited and requires strengthening scientific collaboration. This study provides a broad understanding of the field’s academic structure and outlines strategic directions to advance teachers’ digital competence and promote more inclusive, innovative, and sustainable university systems.

Background: Aging is traditionally characterized by progressive structural and cognitive decline; however, increasing evidence shows that the aging brain retains a remarkable capacity for reorganization. This adaptive neuroplasticity supports cognitive resilience—defined as the ability to maintain efficient cognitive performance despite age-related neural vulnerability. Objective: To synthesize current molecular, cellular, neuroimaging, and electrophysiological neuromarkers that characterize adaptive neuroplasticity and to examine how these mechanisms contribute to cognitive resilience across aging. Methods: This narrative review integrates findings from molecular neuroscience, multimodal neuroimaging (fMRI, DTI, PET), electrophysiology (EEG, MEG, TMS), and behavioral research to outline multiscale biomarkers associated with compensatory and efficient neural reorganization in older adults. Results: Adaptive neuroplasticity emerges from the coordinated interaction of neurotrophic signaling (BDNF, CREB, IGF-1), glial modulation (astrocytic lactate metabolism, regulated microglial activity), synaptic remodeling, and neurovascular support (VEGF, nitric oxide). Multimodal neuromarkers—including preserved frontoparietal connectivity, DMN–FPCN coupling, synaptic density (SV2A-PET), theta–gamma coherence, and LTP-like excitability—consistently correlate with resilience in executive functions, memory, and processing speed. Behavioral enrichment, physical activity, and cognitive training further enhance these biomarkers, creating a bidirectional loop between experience and neural adaptability. Conclusions: Adaptive neuroplasticity represents a fundamental mechanism through which older adults maintain cognitive function despite biological aging. Integrating molecular, imaging, electrophysiological, and behavioral neuromarkers provides a comprehensive framework to identify resilience trajectories and to guide personalized interventions aimed at preserving cognition. Understanding these multilevel adaptive mechanisms reframes aging not as passive decline but as a dynamic continuum of biological compensation and cognitive preservation.