Flaherty Manchester is an Assistant Professor in the Work and Organizations
department, part of the Carlson School of Management at the University of
Minnesota. She completed her Ph.D. in Economics from Stanford University in 2007,
with a specialization in labor and public economics. Her primary research area investigates
the provision of benefits and programs by employers and the incentives they
create for workers. To date, her research agenda has focused on three specific
types of programs: 1) employer-provided retirement benefits; 2)
employer-provided educational assistance; and 3) provision of work-family policies. She received her B.A. in public policy and
economics from Stanford University in 2002.
Goda, Gopi Shah and Colleen Flaherty Manchester. “Incorporating Employee Heterogeneity into Default Options for Retirement Plan Selection.” Accepted, Journal of Human Resources.
Leslie, Lisa M., Colleen Flaherty Manchester, Tae-Youn Park, and Si Ahn Mehng. “Flexible Work Practices: A Source of Career Penalties or Premiums?” forthcoming, Academy of Management Journal.
Manchester, Colleen Flaherty (2010). “The Effect of Pension Plan Type on Expected Retirement Age: Distinguishing Plan Incentives from Career Length Preferences.” Southern Economic Journal, 77(1): 104-125.
Manchester, Colleen Flaherty (2010). Investment in General Human Capital and Turnover Intention, American Economic Review Papers and Proceedings, 100(2): 209-213.
Manchester, Colleen Flaherty, Lisa M. Leslie and Amit Kramer (2010). Stop the Clock Policies and Career Success in Academia, American Economic Review Papers and Proceedings, 100(2): 219-223.
The Effect of Tuition Reimbursement on Turnover: A Case Study Analysis in The Analysis of Firms and Employees: Quantitative and Qualitative Approaches, eds. Freddrick Andersson, Julia Lane, and Kathryn Shaw. Chicago: University of Chicago Press. 2008.
CSOM Honors Faculty Representative
Effect of Lifetime Income Disclosures on Retirement Saving; behavioral influences on saving decisions
Employer-provided tuition reimbursement; investment in general human capital by employers