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. (2013). “Incorporating Employee Heterogeneity
into Default Options for Retirement Plan Selection.” Journal of Human Resources, 48(1):198-235.
Manchester, Colleen Flaherty, Lisa M. Leslie, and Amit Kramer. (2013). “Is the Clock Still Ticking? An Evaluation of the Consequences of Stopping the Tenure Clock.” Industrial and Labor Relations Review, 63(1): 1-36.
Manchester, Colleen Flaherty and Debra Barbezat. (2013). “The Effect of Time Use in Explaining Male-Female Productivity Differences Among Economists.” Industrial Relations, 52(1): 53-77.
Leslie, Lisa M., Colleen Flaherty Manchester, Tae-Youn Park, and Si Ahn Mehng. (2012). “Flexible Work Practices: A Source of Career Penalties or Premiums?” Academy of Management Journal, 55: 1407-1428..
Manchester, Colleen Flaherty. (2012). “General Skills and Employee Mobility: How Tuition Reimbursement Increases Retention through Sorting and Participation.” Industrial and Labor Relations Review, 62(4): 952-974.
CSOM Honors Faculty Representative
Effect of exponential growth bias and procrastination on retirement contributions. (Grant from TIAA-CREF and Pension Research Council).
Partial transferability of training and formal degree programs.
Role of gender-match between supervisors and subordinates in determining career advancement.