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This paper aims to explore the role of private stakeholders in the living lab (LL) ecosystem and the relationship of private stakeholders to open innovation (OI) practices. There is extensive literature on private stakeholders and OI, but seldom mention is made on the specific question of how private stakeholders integrate OI in the context of a LL.

The authors will analyze qualitatively how private businesses that have participated in a in situ open innovation evaluate and perceived their open innovation practices. Therefore, how they relate to open innovation. Then, the authors will identify a typology of the businesses in relation to OI.

The research focused on the relationship of private stakeholders to OI in the context of in situ OI activities. The results obtained are consistent with literature on OI (Chesbrough, 2003). However, there are differences: if the elements mentioned by the respondents are described in literature, their representation of OI and its components allows us to affirm that this practice is not generalised and that it is often open to interpretation. That emphasises the importance of the role LLs can play as intermediaries to accompany private stakeholders in the OI process. Private stakeholders look for a guide to develop their OI know-how and find their way in the OI ecosystem.

The value of this paper is to bridge the research on OI done with private organisation and the research on LLs. The research literature did not pay much attention to the representation of the private stakeholders in the OI ecosystem. This paper has provided the start to open up that field.

This paper aims to examine the contribution of occupational identity and gender in explaining psychological distress among managers. It proposes and tests empirically a theoretical model that integrates identity theory into occupational stress and gender research. It analyses the proposition that a low level of verification of role identity is associated with a high level of psychological distress and that gender plays a moderating role in the relationship between role identity verification and psychological distress.

Multilevel regression analyses were conducted on a sample of 314 managers employed in 56 Canadian firms.

Low level of verification of one standard of managers’ role identity, namely, recognition, is significantly associated with managers’ psychological distress. It encloses monetary and non-monetary recognition, career prospects and job security. Notwithstanding, gender does not moderate the relationship between identity verification and psychological distress.

Studies addressing the contributions of identity and gender in the explanation of managers’ psychological distress are sparse. This paper helps to expand the scope of management and workplace mental health research as well as gender-related research, by proposing a new approach for the study of managers’ psychological distress, by the integration of identity theory and the analysis of the moderating role of gender.

Based on identity theory, identity represents a set of meanings individuals hold for themselves based on their role in the society. Hence, they often engage in the process of verifying their role, seeking for the compatibility between these meanings and those perceived in a specific lived situation. If this compatibility is not perceived, this is likely to generate negative emotions. that could compromise their mental health. This paper examines the contribution of a weak verification of role identity in the explanation of managers ‘burnout. It aims at integrating identity theory into occupational stress research by analysing the proposition that a low level of verification of a salient role-identity will be associated with a high level of burnout. Hence, we consider identity salience as a moderating variable.

Cross-sectional data of 314 Canadian managers employed in 56 Quebec firms. Multilevel regression analyses were performed to analyse the data.

Low levels of verification of some standards of managers' role identity, mainly work demands and recognition which encompasses (monetary and non-monetary recognition, career prospects and job security) are significantly associated with managers' burnout. Furthermore, as predicted, results show that identity salience plays a moderating role on the relation between a weak verification of some standards of managers' role identity and burnout, mainly work demands, superior support and recognition.

This study proposes a relatively unexplored approach for the study of managers' burnout. It broadens the scope of research on workplace mental health issues, by the integration of the identity theory.