Colleen Manchester

Education

BA 2002
Public Policy Stanford University

BA 2002
Economics Stanford University

PhD 2007
Economics Stanford University

Expertise

Effect of workplace benefits and policies on employees: retirement savings, onthejob training and human capital accumulation; flexible work arrangements, workfamily policies; gender and careers.

Colleen Flaherty Manchester, PhD, is an associate professor in the Work and Organizations department at the Carlson School of Management, University of Minnesota. She completed her PhD in economics from Stanford University, with a specialization in labor economics and public finance. She also received her B.A. in both public policy and economics from Stanford University.  Her research investigates the provision of benefits and programs by employers, including flexible work practices, workfamily policies, human capital investment, and retirement plans, and the incentives they create for workers.  She seeks to advance a multidisciplinary, multimethod research agenda for studying the effects of workplace practices on the careers of workers.  Her research has been published in leading journals, including Academy of Management Journal, Journal of Human Resources, Industrial and Labor Relations Review, and Industrial Relations.

Selected Works

Leslie, Lisa M., Colleen Flaherty Manchester, and Patricia C. Dahm. 2017. “Why and When Does the Gender Pay Gap Reverse? Diversity goals and the Pay Premium for High Potential Women. Academy of Management Journal, 60(2): 402432.

Goda, Gopi S., Damon Jones, and Colleen Flaherty Manchester. In Press. “Retirement Plan Type and Employee Mobility: The Role of Selection.” Journal of Human Resources, In Press.

Dahm, Patricia C., Theresa M. Glomb, Colleen Flaherty Manchester, Sophie Leroy. 2015. “WorkFamily Conflict and SelfDiscrepant Time Allocation at Work.” Journal of Applied Psychology, 100(5): 767792

Goda, Gopi S., Colleen Flaherty Manchester, and Aaron Sojourner. 2014. “What Will My Account Really Be Worth? Experimental Evidence on How Retirement Income Projections Affect Saving.” Journal of Public Economics, 112: 8092.

Manchester, Colleen Flaherty and Debra Barbezat. 2013. “The Effect of Time Use in Explaining MaleFemale Productivity Differences Among Economists.” Industrial Relations, 52(1): 5377.

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): 136.

Leslie, Lisa M., Colleen Flaherty Manchester, TaeYoun Park, and Si Ahn Mehng. 2012. “Flexible Work Practices: A Source of Career Penalties or Premiums?” Academy of Management Journal, 55: 14071428.

Goda, Gopi S., Damon Jones, and Colleen Flaherty Manchester. In Press. “Retirement Plan Type and Employee Mobility: The Role of Selection.” Journal of Human Resources.

Current Activities

Administrative Appointments

Sabbatical, Academic Year 201718. 

Visiting Professor, University of Aarhus 2017 Visitng Professor, Stanford Institute of Economic Policy Research 2018

Lawrence Fellow, Carlson School of Management, 201819

Current Research

Effect of exponential growth bias and procrastination on retirement contributions Partial transferability of training received through formal degree programs Firm response to change in mandatory retirement rules Family responsibilties and career outcomes