[pt] Este estudo buscou identificar como mulheres de baixa renda, das gerações Baby Boomers e Millennials, interpretam e reagem à mudança do papel feminino nos contos de Disney e a sua influência na percepção da marca. Foram conduzidas dezesseis entrevistas em profundidade com mulheres, moradoras do Estado do Rio de Janeiro. A partir de lembranças e experiências vividas das entrevistadas em relação a marca e aos filmes, e empregando também dois filmes previamente selecionados que marcaram as duas gerações, Cinderela (1950) e Frozen (2014), foram obtidos resultados que apresentaram evidências de diferentes reações e identificações, provocadas pelas princesas nos filmes, denotando papéis sociais femininos dentro da sociedade. A geração a que pertencem e o nível socioeconômico das entrevistadas parece influenciar em suas reações. / [en] This study aimed to identify how low-income women, representatives of the Baby Boomers and Millennials generations interpret and react to the changing role of women in Disney tales and their influence on brand perception. Sixteen in-depth interviews were conducted with women from Rio de Janeiro State. From the memories and lived experiences of the interviewees regarding the brand and the films, and also employing two previously selected films that marked the two generations, Cinderela (1950) and Frozen (2014), results were obtained that showed evidence of different reactions and identifications provoked by the princesses in the movies, denoting female social roles within society. The generation to which they belong and the socioeconomic level of the interviewees seem to influence their reactions.

[pt] Eu desenvolvo um modelo de gerações sobrepostas com crescimento salarial ao longo do ciclo de vida (LCWP, por sua sigla em inglês), taxa de mortalidade dependente da idade, restrições de liquidez e rigidez nominal. O modelo é calibrado para capturar a transição demográfica dos EUA, estimativas de LCWP e outras características importantes da economia dos EUA durante o período 3;72-4239. O modelo é usado para examinar a relação entre dados demográficos e taxas de juros reais assim como os principais mecanismos de transmissão em jogo. Eu encontro que o rápido aumento da população em idade ativa entre 3;72 e 3;:2 contribuiu significativamente para o aumento das taxas de juros reais. A reversão desse processo, juntamente com o aumento da expectativa de vida, desencadeou um rápido declínio nas taxas de juros desde então. A heterogeneidade na propensão marginal a consumir entre os trabalhadores desempenha um papel importante na conexão desses movimentos de fertilidade e taxa de juros real. Num exercício adicional, devido à evidência de grandes erros de previsão da expectativa de vida, eu estendo o modelo com um processo de aprendizado sobre longevidade e encontro que ele pode aumentar significativamente a relevância de fatores demográficos na explicação dos movimentos reais das taxas de juros. Por fim, encontro que a falha dos bancos centrais em levar em conta a relação entre dados demográficos e taxas de juros pode gerar, devido a mudanças não monitoradas na taxa de juros natural, variações na taxa de inflação. / [en] I develop an overlapping generations model with life cycle wage profile (LCWP), age-dependent mortality rate, liquidity constraints, and nominal rigidities. The model is calibrated to capture US demographic transition, LCWP estimations, and other salient features of the US economy during 3;72-4239. The model is then used to examine the relationship between demographics and real interest rates and the main transmission mechanisms in play. I find that the rapid increase in the working age population from 3;72-3;:2s has significantly contributed to the rise of real interest rates. The reversion of this process together with the increase in life expectancy triggered a rapid decline in the interest rates ever since. The heterogeneity in the marginal propensity to consume among workers plays a major role in connecting these fertility and real interest rate movements. In an additional exercise, due to the evidence on large life expectancy forecast errors, I introduce a learning process about longevity and find that it can significantly a ugment t he r elevance o f d emographic f actors in explaining real interest rate movements. Finally, I find t hat t he central banks failure to recognize the relationship between demographics and interest rates can generate, due to unaccounted changes in the natural interest rate, inflation rate variations.

I vår undersökning ville vi belysa unga förtagenerations-invandrarkvinnors identitets förändring. Dessa unga kvinnor lever under inflytande av två kulturer där deras identitetstillhörighet till sitt ursprung oftast bestäms av ett essentialistiskt synsätt, vilket innebär att den definieras av ett gemensamt ursprung och en speciell kulturtillhörighet. Men kvinnorna i vår studie visar att deras identitet egentligen bygger mer på ett konstruktivistiskt synsätt där den kulturella identiteten inte bestäms av en gemensam tillhörighet utan att identiteten förändras och omskapas hela tiden beroende på den situation man befinner sig i. Vi har gjort ett urval där vi har valt aktiva och kvinnor som har ansträngt sig för att integreras i det svenska samhället och inte valt ”den traditionella hemmafrun”. Syftet med vår studie är att få kunskap och att undersöka hur dessa kvinnor uppfattar sig själva och hur samhället uppfattar deras identitet samt i vilket sammanhang deras identitet förändras. Vi har valt att utgå utifrån olika teoretiska utgångspunkter så som integration, identitet, kulturell identitet, dubbla identiteter, fördomar och tillhörighet och utanförskap som kommer att användas i vår analys av intervjuresultatet. Med en kvalitativ metod ville vi besvara forskningsfrågorna: Hur uppfattar kvinnorna själva sin egen identitet? Hur tror de att andra i omgivningen uppfattar deras identitet? Hur förändras identiteten i olika sammanhang? Känner kvinnorna sig integrerade i det svenska samhället eller exkluderade? Vilka fördelar, respektive nackdelar finns det med att ha dubbla identiteter eller en identitet? / Abstract "Welcome home again" – a study of immigrant women’s identity changes in the Swedish society. In our research, we intend to highlight the identity formations and changes of young immigrant women. These young women live under the influence of two cultures where their belonging to their “origin” is often determined by an essentialist approach, which indicates that it is defined by a common origin and a specific cultural belonging. Yet, the women in our study suggest that their identity is shaped according to a constructionist approach, where the cultural identity is not determined by a common belonging; instead, their identity tend to change as it is constantly reconstructed in accordance with their (social) condition. We have made a selection, where we have chosen active women that have worked hard to integrate in the Swedish society, rather than the "traditional housewife". The purpose of our study is to explore, and thus understand, how these women perceive themselves, how the society perceives their identity, and how their identity changes. We have decided to proceed from different theoretical starting-points, such as integration, identity, cultural identity, dual identities, prejudices, inclusion and exclusion, that will be applied in our analysis of the interviews. By applying a qualitative method, our intention is to answer the following research questions: How do these women perceive their own identity? How do people in their surroundings perceive their identity, according to the women themselves? How does the identity change in different contexts? Do the women feel integrated in the Swedish society or do they feel excluded? What are the advantages and disadvantages of having dual identities and a single identity? Key words: first-generation immigrants, integration, identity, cultural identity, dual identities, prejudices, inclusion and exclusion.

This dissertation presents three article manuscripts investigating contemporary human resource management issues in the United States (US) federal government. Drawing on the behavioral public administration approach, the three articles hypothesize and test theoretical models using data from the US Office of Personnel Management's employee surveys. Chapter 1 introduces the motivation of this dissertation, theoretical backgrounds, and a summary of the three research studies conducted. Chapter 2 presents the first article manuscript, looking at the generational difference issue and its implications for theories and practices. Drawing on generational theories, this study empirically compares affective commitment of federal Millennials and Generation Xers. This study uses time-lag data from the 2011 Federal Employee Viewpoint Survey (FEVS) and the 2004 Federal Human Capital Survey (FHCS). The results show no statistically significant differences between the two generations in terms of their affective commitment levels and how several work experiences influence the two generations' attitude. As such, this study provides evidence to reduce generational stereotypes in the public sector. Chapter 3 draws on conservation of resources theory to address perceptions of workload in the public workplace. Using structural equation modeling method with data from the 2019 FEVS, this study finds that supervisor support can sequentially help enhance coworker support, perceived reasonable workload, and job satisfaction, while tangible job resources moderate the above relationship. This study deepens scholarly understandings and points to appropriate practical strategies to enhance employees' perceptions of reasonable workload and job satisfaction in public workplaces. Chapter 4 looks at the issue of trust in different levels of management and its effects on employees, building on the trickle effects models and job demands-resources model. Analysis of 2019 FEVS data finds that employee trust in senior leaders and direct supervisors are positively related to as well as interact with each other to influence public employees. This research also finds trust in senior leaders and direct supervisors indirectly affects extra-role behavior through psychological well-being, and that workload moderates these effects. Chapter 5 concludes this dissertation with summaries of research findings, theoretical and practical implications, research limitations, and future research directions. The quantitative empirical methods used in this dissertation contribute to a community of inquiry using diverse data and methods. / Doctor of Philosophy / This dissertation investigates issues related to managing people in the US federal government. Chapter 1 introduces the motivation of the study, lays out the theoretical background, and presents a brief summary of the three research studies conducted. Chapter 2 examines whether federal employees belonging to the Millennial generation (those born between 1982 and 1999) differ from those of the Generation X (those born between 1965 and 1981) in their affective commitment and how job experiences influence the attitude of these generations. The findings show no substantial differences between the two generations, providing evidence to reduce generational stereotypes in the public sector. Chapter 3 investigates the ways to help employees feel their workload as more reasonable and enhance their job satisfaction. It found that supervisor support can sequentially help enhance coworker support, perceived reasonable workload, and job satisfaction, while tangible job resources moderate the above relationship. As such, this study suggests appropriate management strategies to enhance employees' perceptions of reasonable workload and job satisfaction in public workplaces. Chapter 4 looks at the issue of trust in different levels of management and its effects on employees. It found that employee trust in senior leaders and direct supervisors can influence as well as enhance the effect of each other on employees. Also, trust in senior leaders and direct supervisors indirectly affects extra-role behavior through psychological well-being. Meanwhile, reasonable workload enhances the effect of trust in senior leaders on employees but decreases the effect of trust in supervisors on employees. Chapter 5 concludes this dissertation with summaries of research findings, the contributions of this dissertation, research limitations, and future research directions.

Den digital utvecklingen har gjort att vi idag rör oss i digitala miljöer för att jobba, kommunicera, söka information, shoppa och underhållas. Företag kan idag kan spara, kartlägga, mäta och analysera privatpersoners aktiviteter online vilket ställt högre krav på näringsidkare att hantera denna personliga information korrekt. Ett exempel på detta är GDPR som infördes under 2018. Lagen har lyft frågan om integritet online och gjort gemene man mer medveten om informationsinsamlingen som pågår runt oss då företagen är skyldiga att informera om den. Syftet med denna studie är att se hur två olika grupper, de generationer som har växt upp med internet sen barnsben gentemot de generationer som har tagit till sig internet vid vuxen ålder, resonerar kring integritet online. Vi vill se vilka skillnader/likheter som finns mellan grupperna, ifall det finns faktorer utöver ålder som är avgörande och ifall det finns någon paradox mellan åsikter och agerande i praktiken. I slutändan ämnar vi kunna ge praktiska råd kring hur företag ska kunna hantera konsumenternas integritet online. För att undersöka detta har vi studerat tidigare forskning på området samt gjort fem djupintervjuer inom vardera grupp. Den teoretiska referensramen innehåller teorier om the privacy paradox, medvetenhet kring informationsinsamling, Communication Privacy Management och Customer Relationship Management. Även GDPR och riktad marknadsföring behandlas, vilket sammantaget har ställs i relation till det insamlade materialet från respondenterna. Därefter har vi besvarat vår problemformulering: “Hur resonerar generation digital natives i jämförelse med generation pre-internet kring företags hantering av deras integritet online?” Resultatet av studien visar att det viktigaste för bägge respondentgrupper var att det finns ett relevant och tydligt syfte för att de ska delge sin information, samt ifall de får någon typ av kompensation. Den största skillnaden gick att se i deras delgivningsnormer, där den yngre respondentgruppen kände större press att dela med sig på social media och därmed indirekt till företag. Den mest framstående skillnaden på individnivå gällde medvetenhet kring insamling, där det varierade från respondent till respondent. Bägge grupperna känner dock en oro inför framtiden, då de ofta känner sig övervakade online. Denna oro härleds ur en känsla av maktlöshet och okunskap kring hur de kan skydda sin data. I spår av maktlösheten har många skapat sig en fabricerad trygghet där de i brist på kunskap istället hoppas på att de ska skyddas av lagar, regleringar och att vara “en i mängden”. Utifrån våra slutsatser rekommenderar vi företag att informera konsumenterna när och varför insamling sker, ge kompensation i någon form samt skydda den data de innehar.

This study examined the work-life balance (WLB) and subjective well-being (SWB) of Baby Boomers, Generation X and Generation Y in the current world of work. The instruments used in this study for data collection was Work-life Balance Scale, the Trait Emotional Intelligence Questionnaire, and the Work Engagement Questionnaire. The research was conducted from the perspective of a positive psychological paradigm and investigated the interrelationship dynamics between the constructs of generations and work-life balance and work-life balance and subjective well-being, as well as the differences between the levels of work-life balance and subjective well-being across generations in a South African sample. This study calculated Exploratory Factor Analyses (EFA) and Confirmatory Factor Analyses (CFA) to examine the psychometric structure of a proposed SWB construct and to test the hypothesis that SWB is a latent variable comprising of Happiness, Optimism, Self-Esteem, and Engagement. Based on the results of the two EFA and CFA models, there is enough statistical evidence to accept this hypothesis. Correlational analysis and structural equation modelling revealed the relationships between work-life balance and subjective well-being. Regression analysis and tests for significant differences identified the differences in work-life balance and subjective well-being levels across the generations. The results revealed that there were some statistically significant differences between generations. For Baby Boomers and Generation X work-life balance was influenced by SWB factors, whilst Generation Y were mostly influenced by biographical variables. The results showed that hours worked, and hours paid were predictors of work interfering with personal life (WIPL) for both Generation X and Generation Y. Self-esteem was a significant predictor for the Baby Boomers. With regards to personal life interfering with work (PLIW) hours worked and happiness were found to be predictors for Generation X, whereas hours paid was a negative predictor for Generation Y. Furthermore, hours worked, happiness and engagement were found to predict work and personal life enhancement (WPLE) for Generation X. An overall difference was noted for happiness across the generations, with Generation Y employees having significantly lower levels of happiness than Generation X, whilst no significant difference was noted between Generation X and Baby Boomers. The current study linked the emerging constructs of positive psychology in general by investigating the relationships and differences between generations, WLB and SWB. The results could be used as a framework for IOP.The research makes a contribution to the field of Industrial and Organisational Psychology on three levels, namely, on a theoretical, an empirical and a practical level. / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)

Pentecostal churches are growing significantly across the world, but occasionally theological tensions arise within Pentecostal churches, sometimes related to intergenerational differences, which hinder both quantitative and qualitative growth. This study analyses the dynamics of a particular generation gap in one South African Pentecostal congregation. It explores the initiatives of a cell group from the younger generation, aimed at enhancing the credibility and effectiveness of the congregation's witness. The cell group initiatives highlighted issues of leadership, biblical hermeneutics, and the need for a theological re-assessment of local traditions that had always acted as identity markers for the older generation. This study contends that the conflict between a more collectivist older generation and a more individualist younger generation can be bridged through well prepared conflict resolution processes led by credible intervention teams and through some form of accommodation of the views and desires of both generations. / Christian Spirituality, Church History and Missiology / D.Th. (Missiology)

Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: People's life experiences and backgrounds shape who they are - whether they are young or old, male or female, and across all races, ethnicities and religions. Today's workplace environment represents the largest diversity of generations of any time in history, and with this diversity comes new challenges. These challenges are directly due to the different generations and associated gaps based on different approaches, expectations and perceptions regarding culture and leadership in the workplace. There are generally four different generations employed in today's workplace: Traditionalists (Builders), Baby Boomers (Yuppies), Generation X (Yiffies), and Generation Y (Millennials). According to generation theory, Traditionalists were born between 1930 and 1949, Baby Boomers between 1950 and 1969, Generation X between 1970 and 1989, and Generation Yafter 1990. Although there are very few Traditionalists in contemporary workplaces, there are still some left to consider. More important than understanding the Traditionalists, though, is the need for a better understanding of the fast-growing group of Generation Y employees who are entering the workforce. At Sishen Iron Ore Mine (Sishen) there are also four generations employed, each with different approaches, expectations, perceptions, attitudes, loyalties, frames of reference, views of authority, job strengths, work ethics, relationships, work/life balances and other beliefs. The question that arises is whether the management team of the Engineering Department at Sishen can be more effective and productive through an improved and in-depth understanding of each generation's approaches, expectations and perceptions regarding culture and leadership. The purpose of this research study is to analyse the specific correlation of the different workforce generations in the Engineering Department with the general theoretical knowledge available about each generation by focusing more specifically on approaches, expectations and perceptions. The study also includes some recent research information regarding Generation Y and the related opportunities, challenges and effective ways of managing this generation. By focusing on the research results within the multigenerational workforce and the generation gaps, the possible solutions for managing conflict can improve through a better understanding of each generation. Each generation's typical characteristics are discussed in detail by means of a thorough literature study, with the overall aim of enhancing both team and organisational success. The employees and permanent contractors at the Engineering Department number approximately 1 945. The randomly selected participants in the generations survey were from the pool of permanent employees, excluding the contractors. The information was collected by means of a short questionnaire representing the typical characteristics of each generation. A sample of 250 participants from eight different sections within the department was asked to complete the questionnaire, but unfortunately a response rate of only 34% (85 questionnaires) was recorded. The research showed that the typical characteristics of the Traditionalists and Baby Boomers could be used to represent almost the entire Engineering Department. It also revealed specific influences in the working and social environment, leadership styles, and the mine's culture that affect the different generations regarding their approaches, expectations and perceptions. The report concludes with an assessment of the strengths and weaknesses of the study, as well as a few key findings and a summary, conclusion, and recommendations. / AFRIKAANSE OPSOMMING: Alle mense word gevorm deur lewensondervindings en agtergrond wat bepaal wie hulle is - ongeag of hulle oud of jonk, manlik of vroulik is, asook oor alle rasse, etniese groepe en geloofsoortuigings heen. Hedendaagse werksomgewings word gekenmerk deur die grootste generasiediversiteit van alle tye, wat nuwe uitdagings meebring. Die uitdagings is die direkte gevolg van die verskillende generasies en gepaardgaande gapings gebaseer op verskillende benaderings, verwagtinge en persepsies aangaande kultuur en leierskap in die werksplek. Daar is tans oor die algemeen vier verskillende generasies in diens in werksplekke, naamlik Tradisionaliste, Baby Boomers, Generasie X en Generasie Y. Volgens generasieteorie is Tradisionaliste persone gebore tussen 1930 en 1949, terwyl Baby Boomers tussen 1950 en 1969, Generasie X tussen 1970 en 1989 en Generasie Y na 1990 gebore is. Hoewel daar min Tradisionaliste in die werksplek oor is, is daar nog enkeles wat in ag geneem moet word. Van groter belang is egter die behoefte om die vinnig groeiende Generasie Y wat nou tot die werksmag toetree, beter te verstaan. By Sishen Ysterertsmyn (Sishen) is daar ook vier verskillende generasies in diens, elk met verskillende benaderings, verwagtinge, persepsies, houdings, lojaliteite, verwysingsraamwerke, menings oor gesag, werksverwante sterkpunte, werk-etiek, verhoudings, lewensbalanse asook ander oortuigings. Die vraag wat ontstaan, is of die bestuurspan van die Ingenieurswese Departement by Sishenmyn meer effektief en produktief kan wees deur hul kennis en begrip van elke generasie se benaderings, verwagtinge en persepsies ten opsigte van kultuur en leierskap te verbeter. Die doel van die studie is om te ontleed of daar 'n spesifieke ooreenstemming is tussen die verskillende generasies by die Ingenieurswese Departement en die algemene teoretiese inligting beskikbaar oor elke generasie deur meer spesifiek op benaderings, verwagtinge en persepsies te fokus. Die studie sluit ook onlangse navorsingsinligting aangaande Generasie Y in, met die gepaardgaande geleenthede, uitdagings en effektiewe maniere om die generasie te bestuur. Deur te fokus op die navorsingsresultate binne die multigenerasie-werksmag en die ooreenstemmende gapings, kan daar moontlik oplossings ontstaan om te help met konflikbestuur wat op 'n beter begrip van die generasies gegrond is. Elke generasie se tipiese eienskappe word in diepte bespreek deur middel van 'n deeglike literatuurstudie, met die oorhoofse doel om span- sowel as organisasiesukses te verhoog. Die totale aantal werknemers, insluitend permanente kontrakteurs, van die Ingenieurswese Departement is ongeveer 1 945. Die deelnemers aan die generasieopname is lukraak gekies, maar die kontrakteurs is uitgesluit. Die inligting is ingesamel met behulp van 'n kort vraelys wat die tipiese eienskappe van elke generasie verteenwoordig. Uit 'n steekproef van 250 deelnemers uit agt verskillende seksies binne die departement wat gevra is om die vraelys te voltooi, is 'n betreklik swak responskoers van 34% (85 vraelyste) behaal. Die navorsing het bevind dat die tipiese eienskappe van die Tradisionaliste en Baby Boomers tans gebruik kan word om feitlik die hele department te verteenwoordig. Dit toon verder ook dat daar spesifieke invloede in die werks- en sosiale omgewing, leierskapstyle en die myn se kultuur is wat die verskillende generasies se denkpatrone rondom benaderings, verwagtinge en persepsies vorm. Die navorsingsverslag word afgesluit met 'n bepaling van die sterk- en swakpunte van die studie, 'n paar kernbevindings en 'n opsomming, gevolgtrekking en aanbevelings.

Cette recherche s’intéresse aux propriétés politiques du médium audiovisuel, et plus spécifiquement de la pratique cinématographique, devant un problème concret : la marginalisation de la jeunesse dans la société américaine contemporaine, symptomatique d’une perte d’espoir en l’avenir. Guidé par la théorie politique de Hannah Arendt, l’argumentaire consiste d’abord en deux analyses filmiques : une première de Kids (1995), réalisé par Larry Clark, porte sur l’invisibilité sociale de la jeunesse et la faculté du médium audiovisuel à confronter le spectateur. La seconde se penche sur le pouvoir systématisé auquel sont soumis les jeunes dans une institution scolaire bureaucratique, tel qu’il est mis en scène dans Elephant (2003) de Gus Van Sant, et interroge la capacité du médium à susciter la pensée chez le spectateur. Dans un troisième temps, une réflexion plus globale sur la situation actuelle de la culture cinématographique au sein du domaine audiovisuel dominé par le divertissement de masse explore la possibilité d’une polis audiovisuelle. Cette troisième et dernière partie reprend les thèmes soulevés dans les précédentes dans une perspective politique basée directement sur la pensée d’Arendt : ils donnent lieu aux questions de l’apparaître et de la durabilité du monde, qui sont les principales fonction de la polis, ainsi qu’à la question du rôle du spectateur. / This research is about the political properties of the audiovisual media, focusing on cinema as a specific practice, in front of a concrete problem: marginalized youth in contemporary American society, which is symptomatic of a loss of hope for the future. Guided by Hannah Arendt’s political theory, the arguments start with two film analyses: a first one of Larry Clark’s Kids (1995) concerns the social invisibility of youth, and audiovisual media’s faculty to confront the spectator. The second one takes a look at the systematized power to which youths are submitted in a bureaucratic educational establishment, as it is featured in Gus Van Sant’s Elephant (2003), and examines media’s capacity to bring the viewer to think. Third and last, a more overall reflection on the current situation of film culture within the audiovisual field dominated by mass entertainment explores the possibility of an audiovisual polis. This last part pursues the themes discussed in the two former ones in a politic perspective, directly based on Arendt’s thoughts: they lead to considerations on appearance and durability of the world, which are the main functions of the polis, as well as considerations on the spectator’s role.

Notion faisant l’objet de nombreuses occurrences dans les textes des différents ordres juridiques, le développement durable est difficilement saisissable en droit. Son sens même est hétérogène. D’une part, ce terme peut se référer à la recherche d’une finalité de solidarité mettant l’accent sur les droits des générations futures, et par conséquent, sur la protection de l’environnement en tant que patrimoine commun. D’autre part, le développement durable est aussi défini comme un objectif de conciliation dans le cadre duquel l’exigence environnementale doit s’articuler avec d’autres piliers relatifs au développement économique et au progrès social. Le droit résultant de l’organisation institutionnelle territoriale n’échappe pas au problème de l’appréhension et de la définition de cette notion à contenu variable, qu’il s’agisse de l’encadrement l’action administrative, ou de la réforme des collectivités et de leurs groupements.Pour autant, le développement durable est incontestablement en voie de consolidation juridique, tant sur le plan de sa finalité que sur le plan de la méthode pour y parvenir. À ce propos, on peut relever le renforcement du principe de responsabilité environnementale ou l’émergence d’un principe de non-régression de la protection de l’environnement.Les différents principes relatifs au développement durable ont une influence certaine sur le fonctionnement même des collectivités territoriales. La démocratie environnementale est significative d’une certaine autonomisation juridique de la démocratie par rapport au concept classique de la représentation. Réciproquement, les mutations relatives à la recompositionterritoriale posent la question de leurs influences sur les politiques publiques promouvant cette notion-clé de la Charte de l’environnement. / Despite its numerous uses in many juridical orders : sustainable development has differents meanings. On one hand, it means that the environment needs to be protected in order to guarantee rights of future generations. On the other hand, sustainable development is equally defined as the conciliation between environmental policies, economical development and social progress. Territorial restructuring drafts are confronted at this polysemous concept.In spite of this difficulty, sustainable development is consolidated by french public law in his finality as far as its means. About that, standstill principle and environmental responsability enhance this theory.Other principles contibute to sustainable development realization. Environmental democracy takes an independence compared to the classical reprensentative democracy’s concept. In reciprocity, territorial restructuring keeps an influence on public policies about this constitutionnalized notion since the 2005’s Environnemental Carta.