Colleen Flaherty Manchester

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This paper empirically decomposes the costs associated with participation in welfare by developing a structural model of labor supply and multiple program participation to better understand the barriers of participation in social insurance programs. The well-documented fact that many individuals who are eligible for welfare choose not to participate implies(More)
This paper empirically decomposes the costs of welfare participation using a model of labor supply and participation in two food assistance programs: food stamp program and WIC. The context allows for the most reliable estimates to date of the relative importance of psychological costs, or stigma, as compared to the effort required to become eligible and(More)
This paper examines the effect of tuition reimbursement on retention to identify the mechanism by which general training increases retention. Through tuition reimbursement programs, firms provide financial assistance for coursework taken at accredited academic institutions and represent investment in general human capital. Firms cite increased employee(More)
In spite of the large expected costs of needing long-term care, only 10-12 percent of the elderly population has private insurance coverage. Medicaid, which provides means-tested public assistance and pays for almost half of long-term care costs, spends more than $100 billion annually on long-term care. In this paper, I exploit variation in the adoption and(More)
We examine the relationships between work-to-family conflict, time allocation across work activities, and the outcomes of work satisfaction, well-being, and salary in the context of self-regulation and self-discrepancy theories. We posit work-to-family conflict is associated with self-discrepant time allocation such that employees with higher levels of(More)
and participants in seminars at the University of Minnesota and the Labor and Employment Relations Association meetings. The views expressed herein are those of the authors and do not necessarily reflect the views of the National Bureau of Economic Research. ABSTRACT Economists have often argued that "pay for performance" is the optimal compensation scheme.(More)
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