Robert Clark

Robert Clark photo

Robert Clark

Stephen Zelnak Professor of Management, Innovation, and Entrepreneurship and Professor of Economics, Poole College of Management
North Carolina State University

Robert Clark is the Stephen Zelnak Professor of Economics and Management, Innovation, and Entrepreneurship, Poole College of Management, North Carolina State University.  He also is a member of the Pension Research Council at the Wharton School of the University of Pennsylvania and a Fellow of the Employee Benefit Research Institute. 

Clark’s research has examined retirement decisions, the choice between defined benefit and defined contribution plans, the impact of pension conversions on defined contribution and cash balance plans, government regulation of pensions, and the role of supplementary retirement saving plans in the public sector. He earned his B.A. at Millsaps College and Ph.D. at Duke University, both in economics.

Professional Achievements

  • Research associate at the National Bureau of Economic Research and has organized four NBER conferences on state and local pension and retiree health plans.
  • Senior Fellow, Center for the Study of Aging and Human Development, Duke University.
  • Has written over 100 publications, including articles in the Journal of Pension Economics and Finance, Journal of Retirement, and Journal of Health Economics.

Publications

August 2015
Does the expectation of employer-provided health insurance in retirement encourage faculty members to retire earlier and save less than faculty who do not expect to receive this benefit?
February 2013
This report examines the 403(b) plans in all 50 states and seeks to provide the first comprehensive analysis of these plans across the country. We consider the advantages and disadvantages of alternative methods of regulating 403(b) plans and present an assessment of 403(b) plans in each state.
December 2013
Most state and local government employees are covered by health plans that extend coverage to retired employees. Relatively few studies have examined how public employees respond to these incentives.