IELTS Reading: Cân Bằng Công Việc và Gia Đình – Đề Thi Mẫu Có Đáp Án Chi Tiết

Chủ đề cân bằng giữa công việc và cuộc sống gia đình là một trong những chủ đề phổ biến thường xuyên xuất hiện trong kỳ thi IELTS Reading. Theo thống kê từ Cambridge IELTS và British Council, chủ đề về work-life balance, family dynamics và workplace culture xuất hiện ít nhất 2-3 lần mỗi năm trong các đề thi chính thức. Đây là một chủ đề gần gũi với cuộc sống thực tế, vừa mang tính học thuật vừa dễ tiếp cận với các thí sinh.

Trong bài viết này, bạn sẽ được luyện tập với một bộ đề thi IELTS Reading hoàn chỉnh gồm 3 passages với độ khó tăng dần từ Easy đến Hard. Đề thi được thiết kế dựa trên format chuẩn của Cambridge IELTS, bao gồm 40 câu hỏi đa dạng các dạng bài phổ biến nhất. Bên cạnh đó, bạn sẽ nhận được đáp án chi tiết kèm giải thích rõ ràng về vị trí thông tin, kỹ thuật paraphrase và chiến lược làm bài hiệu quả. Cuối cùng là kho từ vựng quan trọng được phân loại theo từng passage giúp bạn nâng cao vốn từ học thuật.

Bộ đề này phù hợp cho học viên có trình độ từ band 5.0 trở lên, đặc biệt hữu ích cho những bạn đang hướng tới band 6.5-7.5 trong phần thi Reading.

Hướng Dẫn Làm Bài IELTS Reading

Tổng Quan Về IELTS Reading Test

Bài thi IELTS Reading kéo dài trong 60 phút và bao gồm 3 passages với tổng cộng 40 câu hỏi. Mỗi câu trả lời đúng tương ứng với 1 điểm, không có điểm âm cho câu trả lời sai. Điều quan trọng là bạn phải quản lý thời gian hiệu quả để hoàn thành cả 3 passages.

Phân bổ thời gian khuyến nghị:

• Passage 1 (Easy): 15-17 phút – Đây là passage dễ nhất, bạn cần tận dụng để ghi điểm tối đa
• Passage 2 (Medium): 18-20 phút – Độ khó trung bình, cần đọc kỹ và chú ý paraphrase
• Passage 3 (Hard): 23-25 phút – Passage khó nhất với từ vựng học thuật và cấu trúc phức tạp

Lưu ý: Dành 2-3 phút cuối để chuyển đáp án lên answer sheet và kiểm tra lại.

Các Dạng Câu Hỏi Trong Đề Này

Đề thi mẫu này bao gồm 7 dạng câu hỏi phổ biến nhất trong IELTS Reading:

1. Multiple Choice – Câu hỏi trắc nghiệm nhiều lựa chọn
2. True/False/Not Given – Xác định thông tin đúng/sai/không đề cập
3. Yes/No/Not Given – Xác định quan điểm tác giả
4. Matching Headings – Nối tiêu đề với đoạn văn
5. Sentence Completion – Hoàn thành câu
6. Summary Completion – Điền từ vào tóm tắt
7. Short-answer Questions – Câu hỏi ngắn

IELTS Reading Practice Test

PASSAGE 1 – The Evolution of Work-Life Balance

Độ khó: Easy (Band 5.0-6.5)

Thời gian đề xuất: 15-17 phút

The concept of work-life balance has become increasingly important in modern society, particularly as technological advances have blurred the boundaries between professional and personal time. Historically, the industrial revolution created a clear separation between work and home life. Factory workers would clock in at specific times, complete their shifts, and return home with no expectation of continued work responsibilities. However, the digital age has transformed this landscape dramatically.

In the early 2000s, the term “work-life balance” entered mainstream vocabulary as employees began to recognize the detrimental effects of overwork on their health and relationships. Research conducted by the World Health Organization in 2019 revealed that working more than 55 hours per week significantly increases the risk of stroke and heart disease. Furthermore, prolonged working hours have been linked to higher rates of anxiety, depression, and burnout. These findings have prompted many organizations to reconsider their workplace policies and corporate culture.

The traditional nine-to-five model is gradually being replaced by more flexible working arrangements. Many companies now offer remote work options, allowing employees to work from home one or more days per week. This flexibility can be particularly beneficial for parents who need to balance childcare responsibilities with their professional obligations. A study published in the Journal of Applied Psychology found that employees with flexible schedules reported 25% higher job satisfaction and were 30% less likely to leave their jobs within two years compared to those with rigid schedules.

However, flexible working is not without its challenges. One major concern is the difficulty in establishing boundaries between work and personal time. When your office is just steps away from your living room, it becomes tempting to check emails during dinner or respond to work messages late at night. This phenomenon, known as “work creep,” can actually worsen work-life balance rather than improve it. Experts recommend setting clear working hours and creating a dedicated workspace at home to maintain healthy boundaries.

Employers play a crucial role in promoting work-life balance. Progressive companies have implemented various initiatives including unlimited vacation policies, mandatory rest periods, and wellness programs. Google, for example, offers its employees on-site childcare facilities, fitness centers, and even nap pods to help them recharge during the workday. These perks are not merely about attracting talent; they represent a fundamental shift in how organizations view employee wellbeing.

The benefits of good work-life balance extend beyond individual health. Companies that prioritize this balance often see improved productivity, reduced absenteeism, and higher employee retention rates. A landmark study by Stanford University demonstrated that productivity per hour actually declines sharply when workers exceed 50 hours per week. This means that working longer hours does not necessarily translate to better results – in fact, it often produces the opposite effect.

Cultural attitudes toward work vary significantly across different countries. In Japan, the concept of “karoshi” – death from overwork – has been officially recognized, highlighting the extreme consequences of poor work-life balance. Conversely, countries like Denmark and the Netherlands have successfully implemented policies that promote shorter working hours and generous parental leave, resulting in populations that report higher levels of life satisfaction and happiness.

For individuals seeking to improve their work-life balance, experts suggest several practical strategies. First, learn to say no to additional responsibilities when your plate is already full. Second, prioritize self-care activities such as exercise, hobbies, and spending quality time with family. Third, disconnect from technology during personal time to avoid the constant pull of work-related notifications. Finally, communicate openly with your employer about your needs and negotiate arrangements that work for both parties.

Questions 1-5

Choose the correct letter, A, B, C or D.

1. According to the passage, what did the industrial revolution create?
   A. Confusion between work and personal life
   B. A distinct division between work and home
   C. Longer working hours for employees
   D. More flexible working arrangements

2. The World Health Organization’s 2019 research showed that working over 55 hours weekly
   A. improves productivity significantly
   B. helps employees earn more money
   C. raises the likelihood of serious health problems
   D. is necessary for career advancement

3. What percentage of employees with flexible schedules were less likely to quit within two years?
   A. 25%
   B. 30%
   C. 50%
   D. 55%

4. The term “work creep” refers to
   A. employees who work slowly
   B. the gradual intrusion of work into personal time
   C. managers who monitor employees closely
   D. the decrease in productivity over time

5. According to Stanford University’s study, what happens when workers exceed 50 hours per week?
   A. Their hourly productivity increases
   B. They become more creative
   C. Their efficiency per hour drops significantly
   D. They require more supervision

Questions 6-9

Do the following statements agree with the information given in the passage?

Write:

• TRUE if the statement agrees with the information
• FALSE if the statement contradicts the information
• NOT GIVEN if there is no information on this

6. Factory workers during the industrial revolution were expected to continue working after returning home.

7. Anxiety and depression have been connected to excessive working hours.

8. All companies now offer remote work options to their employees.

9. Google provides childcare facilities at its workplace.

Questions 10-13

Complete the sentences below.

Choose NO MORE THAN TWO WORDS from the passage for each answer.

10. Denmark and the Netherlands have policies that include shorter hours and generous __.

11. In Japan, the term __ refers to death caused by working too much.

12. Experts advise creating a __ at home to maintain proper boundaries.

13. To improve work-life balance, individuals should learn to __ when they have too many responsibilities.

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PASSAGE 2 – The Psychology Behind Work-Family Conflict

Độ khó: Medium (Band 6.0-7.5)

Thời gian đề xuất: 18-20 phút

The psychological mechanisms underlying work-family conflict represent a complex interplay of cognitive, emotional, and behavioral factors that have garnered substantial attention from organizational psychologists and sociologists alike. While the superficial manifestations of this conflict – such as missed family dinners or working weekends – are readily apparent, the deeper psychological processes that drive these behaviors and their consequences require more nuanced examination.

Role theory, first articulated by sociologist Robert Merton in the 1950s, provides a foundational framework for understanding work-family conflict. According to this theory, individuals occupy multiple roles simultaneously – employee, parent, spouse, friend – each with its own set of expectations and demands. When the cumulative pressure of these roles exceeds an individual’s available resources (time, energy, attention), role strain occurs. This strain can manifest in two primary forms: time-based conflict, where the time devoted to one role makes it physically impossible to fulfill another, and strain-based conflict, where the stress from one role diminishes the quality of performance in another role.

Contemporary research has identified a third, particularly insidious form of conflict: psychological interference. This occurs when preoccupation with one domain intrudes upon functioning in another. For instance, an employee might be physically present at their child’s school play but mentally rehearsing a presentation for the following day. Similarly, work-related anxieties can permeate family time, creating what researchers term “absent presence” – being there in body but not in mind. Studies using experience sampling methodology have revealed that this psychological absence is often more damaging to relationship quality than actual physical absence.

The directionality of work-family conflict merits particular attention. While early research predominantly focused on work interfering with family (WIF), scholars have increasingly recognized that family can also interfere with work (FIW). Interestingly, these two directions are not symmetrical in their causes or consequences. WIF is primarily predicted by work-domain variables such as long hours, job insecurity, and unsupportive supervisors. In contrast, FIW is more strongly associated with family-domain factors including young children, elderly care responsibilities, and marital discord. Moreover, WIF tends to predict family-related outcomes such as marital dissatisfaction and parenting stress, while FIW is more closely linked to work outcomes like reduced job performance and organizational commitment.

Gender dynamics introduce additional complexity into the work-family equation. Despite decades of progress toward gender equality, research consistently demonstrates that women experience disproportionately higher levels of work-family conflict than men. This disparity stems partly from persistent societal expectations that position women as primary caregivers, resulting in what sociologist Arlie Hochschild termed the “second shift” – the domestic labor that awaits women after completing their paid work. Quantitative studies indicate that employed mothers spend approximately twice as much time on childcare and housework as employed fathers, even when both work full-time. This unequal distribution of domestic responsibilities creates a cumulative burden that significantly impairs women’s career progression and wellbeing.

However, more recent research suggests that the subjective experience of work-family conflict may be moderated by various psychological factors. Self-efficacy, or one’s belief in their ability to successfully manage multiple roles, appears to buffer against the negative effects of work-family conflict. Individuals with high role management self-efficacy report lower levels of stress and better adaptation even when facing objectively similar demands as those with low self-efficacy. Similarly, mindfulness – the capacity to maintain present-moment awareness without judgment – has emerged as a protective factor. Mindful individuals demonstrate greater ability to transition between roles and experience less psychological spillover between domains.

Organizational culture profoundly shapes employees’ experience of work-family conflict. Companies with “face-time” cultures – where physical presence in the office is implicitly or explicitly valued over actual productivity – create environments where employees feel compelled to prioritize work visibility over family commitments. Conversely, organizations that cultivate “results-only work environments” (ROWE) focus exclusively on outputs rather than hours worked, thereby granting employees genuine autonomy over how they allocate their time. Research comparing these cultural models reveals that ROWE significantly reduces work-family conflict and improves both employee wellbeing and organizational performance metrics.

The advent of remote work technology has created a paradoxical situation. While theoretically offering greater flexibility to manage work and family demands, these technologies have simultaneously intensified expectations of constant availability. The phenomenon of “supplemental work” – checking emails or completing tasks outside regular hours via smartphones and laptops – has become ubiquitous. Longitudinal studies tracking workers before and after the introduction of remote work capabilities show mixed results: some individuals successfully leverage this flexibility to improve work-life balance, while others experience intensified conflict due to blurred boundaries. The determining factor appears to be the extent to which individuals and organizations establish clear technological boundaries and communication norms.

Questions 14-18

Choose the correct letter, A, B, C or D.

14. According to role theory, role strain occurs when
    A. people refuse to accept their responsibilities
    B. the total demands of multiple roles surpass available resources
    C. individuals focus only on their work role
    D. organizations fail to provide adequate support

15. The concept of “absent presence” describes
    A. employees who frequently miss work
    B. parents who never attend their children’s activities
    C. being physically present but mentally preoccupied elsewhere
    D. the complete separation of work and family life

16. Research shows that work interfering with family (WIF) is mainly caused by
    A. having young children
    B. marital problems
    C. elderly care duties
    D. workplace factors like long hours and job insecurity

17. According to the passage, employed mothers spend approximately how much more time on domestic work than employed fathers?
    A. The same amount
    B. 50% more
    C. Twice as much
    D. Three times as much

18. What is a key characteristic of “results-only work environments”?
    A. They require employees to work fixed hours
    B. They emphasize physical office presence
    C. They focus solely on output rather than hours worked
    D. They eliminate all performance evaluations

Questions 19-23

Do the following statements agree with the views of the writer in the passage?

Write:

• YES if the statement agrees with the views of the writer
• NO if the statement contradicts the views of the writer
• NOT GIVEN if it is impossible to say what the writer thinks about this

19. Physical absence from family events is always more harmful than psychological absence.

20. Work-family conflict affects men and women equally in modern workplaces.

21. High self-efficacy can help reduce the negative impacts of work-family conflict.

22. All employees benefit equally from remote work technology.

23. Face-time cultures value actual productivity over office presence.

Questions 24-26

Complete the summary below.

Choose NO MORE THAN TWO WORDS from the passage for each answer.

Work-family conflict involves complex psychological processes. According to 24. __, people have multiple roles with different demands. When these demands exceed available resources, role strain happens. A particularly damaging type is 25. __, where concerns from one area affect functioning in another. Research shows that having high 26. __ helps people manage multiple roles more successfully.

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PASSAGE 3 – Institutional Frameworks and Policy Interventions for Work-Life Integration

Độ khó: Hard (Band 7.0-9.0)

Thời gian đề xuất: 23-25 phút

The theoretical reconceptualization of work-life balance as work-life integration reflects a paradigmatic shift in how scholars and policymakers understand the relationship between professional and personal domains. Rather than viewing work and life as inherently antagonistic spheres requiring equilibrium, the integration framework recognizes that these domains are fundamentally permeable and mutually constitutive. This epistemological transition has profound implications for the design and implementation of institutional policies aimed at facilitating harmonious coexistence between occupational and familial responsibilities.

Comparative welfare state research reveals substantial cross-national variation in how different countries institutionalize support for work-life integration. The Nordic model, exemplified by Sweden, Denmark, and Norway, represents the most comprehensive approach, featuring extensive parental leave provisions, heavily subsidized childcare, and gender-neutral policies designed to redistribute care work more equitably between partners. Swedish legislation, for instance, guarantees 480 days of parental leave per child, with 90 days reserved exclusively for each parent on a “use it or lose it” basis. This non-transferable quota specifically aims to incentivize paternal involvement in childcare, thereby challenging traditional gender norms and mitigating the career penalties that disproportionately affect mothers. Empirical evidence suggests these policies have been moderately successful: Swedish fathers now take approximately 30% of available parental leave, a dramatic increase from negligible levels in the 1970s, though still falling short of perfect parity.

In contrast, the liberal welfare regime typified by the United States adopts a minimalist stance, relying predominantly on market mechanisms and individual negotiation rather than statutory entitlements. The absence of federally mandated paid parental leave in the United States places it in the anomalous position of being the only advanced industrialized nation without such provisions. Instead, the Family and Medical Leave Act (FMLA) of 1993 provides merely 12 weeks of unpaid, job-protected leave for eligible employees – a standard that falls woefully short of international norms. This policy lacuna exacerbates existing inequalities, as access to paid leave becomes contingent upon employer generosity and sectoral location, with professional and managerial workers far more likely to receive such benefits than low-wage service workers who arguably face more precarious work-family circumstances.

The continental European model, represented by countries such as Germany and France, occupies an intermediate position, offering relatively generous family support but within frameworks that sometimes inadvertently reinforce traditional gender roles. Germany’s Elterngeld (parental allowance) system provides income-related benefits for up to 14 months, with a two-month bonus if both parents share the leave. However, the availability of extended part-time work options and extended unpaid leave (up to three years per child) has created what critics describe as “mommy tracks” – career trajectories that effectively marginalize women who utilize these provisions. Longitudinal analyses demonstrate that women who take extended parental leave experience persistent wage penalties and diminished promotion prospects, even decades after their children are born, a phenomenon economists term the “motherhood penalty” or “child penalty”.

Beyond statutory leave policies, the regulation of working time constitutes another critical policy lever for facilitating work-life integration. The European Union’s Working Time Directive establishes a maximum 48-hour working week averaged over a reference period, alongside mandatory daily and weekly rest periods and minimum annual leave of four weeks. These provisions represent a collective labor standard that supersedes individual preferences, based on the paternalistic rationale that workers may otherwise face coercive pressure to work excessive hours. However, the Directive includes an individual opt-out clause allowing workers to voluntarily waive the maximum limit, a provision that critics argue fundamentally undermines its protective function, particularly in contexts where labor market power asymmetries render such “consent” functionally illusory.

Emerging policy innovations have begun to address the shortcomings of conventional approaches. The “right to disconnect” laws, first enacted in France in 2017 and subsequently adopted in modified form by Spain, Italy, and other jurisdictions, explicitly prohibit employers from requiring employees to respond to work-related communications outside established working hours. This legislative intervention recognizes that technological connectivity has eroded temporal boundaries, necessitating explicit regulatory protection against unreasonable availability expectations. Preliminary assessments of these laws suggest modest positive effects on employee wellbeing, though enforcement mechanisms remain underdeveloped, and compliance varies substantially across organizational contexts.

The efficacy of work-life integration policies is mediated by numerous contextual factors, rendering policy transfer between jurisdictions inherently problematic. Cultural norms regarding gender roles, family structures, and the appropriate demarcation between public and private spheres significantly shape how policies are implemented and experienced. In societies with deeply entrenched egalitarian values, such as the Nordic countries, policies promoting shared parental responsibilities encounter relatively receptive societal attitudes. Conversely, in contexts characterized by more traditional gender ideologies, even generous policy provisions may fail to achieve their intended effects if social stigma attaches to men utilizing family leave or to women prioritizing careers over intensive mothering norms.

Organizational-level factors similarly modulate policy impacts. The concept of “implementation climate” refers to employees’ shared perceptions regarding the extent to which their organization genuinely supports policy utilization versus merely offering “window-dressing” compliance. Research consistently demonstrates that formal policy availability correlates only weakly with actual usage rates; instead, supervisor support and workplace culture emerge as paramount determinants. When supervisors implicitly penalize policy utilization through negative performance evaluations or subtle career disadvantaging, employees rationally forego available benefits. Addressing this implementation gap requires multifaceted interventions including manager training, accountability mechanisms, and cultural change initiatives that reframe caregiving as a legitimate and valued dimension of human experience rather than a private problem or professional liability.

The political economy of work-life policy reveals intriguing tensions between different stakeholder interests. Employers may resist costly mandates, particularly in competitive global markets where labor costs significantly affect profitability margins. However, strategic human resource management perspectives suggest that well-designed policies can yield substantial returns through enhanced retention, reduced absenteeism, and improved productivity and organizational commitment. The business case for work-life integration has gained considerable traction, with leading corporations increasingly viewing supportive policies not as regulatory burdens but as competitive advantages in talent acquisition and employer branding. Nevertheless, this voluntary corporate adoption approach generates persistent inequalities between large, resource-rich organizations capable of offering generous benefits and small and medium enterprises where such provisions remain economically unfeasible, thereby perpetuating a two-tiered system of work-life support.

Questions 27-31

Choose the correct letter, A, B, C or D.

27. The shift from work-life balance to work-life integration represents
    A. a minor change in terminology
    B. a fundamental change in understanding the relationship between work and personal life
    C. a return to traditional views
    D. a policy that applies only in Nordic countries

28. Sweden’s parental leave policy includes
    A. 90 days that can be shared between parents
    B. 480 days exclusively for mothers
    C. 90 days reserved for each parent that cannot be transferred
    D. no specific allocation for fathers

29. What distinguishes the United States from other advanced nations regarding parental leave?
    A. It offers the most generous paid leave
    B. It is the only one without federally mandated paid parental leave
    C. It has the shortest unpaid leave period
    D. It provides leave only for mothers

30. According to the passage, the “motherhood penalty” refers to
    A. financial penalties for having children
    B. long-term negative effects on wages and career progression for mothers
    C. punishment for taking any parental leave
    D. reduced childcare subsidies

31. The EU Working Time Directive’s individual opt-out clause
    A. strengthens worker protection
    B. is prohibited in all member states
    C. potentially weakens the protective function of the regulation
    D. applies only to senior management

Questions 32-36

Complete the sentences below.

Choose NO MORE THAN THREE WORDS from the passage for each answer.

32. The Nordic model includes policies specifically designed to redistribute __ more equally between partners.

33. Germany’s parental allowance system offers a two-month bonus if __ the leave.

34. France was the first country to enact __ laws in 2017, which prevent employers from requiring responses to work communications outside working hours.

35. Research shows that __ is more important than formal policy availability in determining actual usage rates.

36. The business case for work-life integration suggests that supportive policies can provide __ in recruiting talent.

Questions 37-40

Do the following statements agree with the information given in the passage?

Write:

• TRUE if the statement agrees with the information
• FALSE if the statement contradicts the information
• NOT GIVEN if there is no information on this

37. Swedish fathers currently take exactly 50% of available parental leave.

38. The Family and Medical Leave Act in the United States provides 12 weeks of paid leave.

39. Women who take extended parental leave in Germany experience long-term negative career effects.

40. All small and medium enterprises find it economically impossible to offer work-life support benefits.

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Answer Keys – Đáp Án

PASSAGE 1: Questions 1-13

1. B
2. C
3. B
4. B
5. C
6. FALSE
7. TRUE
8. NOT GIVEN
9. TRUE
10. parental leave
11. karoshi
12. dedicated workspace
13. say no

PASSAGE 2: Questions 14-26

14. B
15. C
16. D
17. C
18. C
19. NO
20. NO
21. YES
22. NO
23. NO
24. role theory
25. psychological interference
26. self-efficacy

PASSAGE 3: Questions 27-40

27. B
28. C
29. B
30. B
31. C
32. care work
33. both parents share
34. right to disconnect
35. supervisor support / workplace culture
36. competitive advantages
37. FALSE
38. FALSE
39. TRUE
40. NOT GIVEN

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Giải Thích Đáp Án Chi Tiết

Passage 1 – Giải Thích

Câu 1: B

• Dạng câu hỏi: Multiple Choice
• Từ khóa: industrial revolution, created
• Vị trí trong bài: Đoạn 1, dòng 3-5
• Giải thích: Bài viết nói rõ “the industrial revolution created a clear separation between work and home life” (cuộc cách mạng công nghiệp tạo ra sự phân chia rõ ràng giữa công việc và cuộc sống gia đình). Đây là paraphrase trực tiếp của đáp án B “a distinct division between work and home”.

Câu 2: C

• Dạng câu hỏi: Multiple Choice
• Từ khóa: WHO, 2019, 55 hours
• Vị trí trong bài: Đoạn 2, dòng 3-5
• Giải thích: Đoạn văn chỉ ra “working more than 55 hours per week significantly increases the risk of stroke and heart disease” (làm việc hơn 55 giờ mỗi tuần làm tăng đáng kể nguy cơ đột quỵ và bệnh tim). Đáp án C “raises the likelihood of serious health problems” là cách diễn đạt khác của thông tin này.

Câu 5: C

• Dạng câu hỏi: Multiple Choice
• Từ khóa: Stanford University, 50 hours
• Vị trí trong bài: Đoạn 6, dòng 3-4
• Giải thích: Bài đọc nêu rõ “productivity per hour actually declines sharply when workers exceed 50 hours per week” (năng suất mỗi giờ thực sự giảm mạnh khi người lao động vượt quá 50 giờ mỗi tuần). Từ “declines sharply” được paraphrase thành “drops significantly” trong đáp án C.

Câu 6: FALSE

• Dạng câu hỏi: True/False/Not Given
• Từ khóa: factory workers, industrial revolution, continue working, home
• Vị trí trong bài: Đoạn 1, dòng 4-5
• Giải thích: Passage nói “Factory workers would clock in at specific times, complete their shifts, and return home with no expectation of continued work responsibilities” (Công nhân nhà máy sẽ chấm công vào những thời điểm cụ thể, hoàn thành ca làm việc và về nhà mà không có kỳ vọng phải tiếp tục trách nhiệm công việc). Câu này trực tiếp mâu thuẫn với statement, do đó đáp án là FALSE.

Câu 7: TRUE

• Dạng câu hỏi: True/False/Not Given
• Từ khóa: anxiety, depression, excessive working hours
• Vị trí trong bài: Đoạn 2, dòng 5-6
• Giải thích: Bài viết đề cập “prolonged working hours have been linked to higher rates of anxiety, depression, and burnout”. Từ “have been linked to” đồng nghĩa với “have been connected to” trong câu hỏi.

Câu 10: parental leave

• Dạng câu hỏi: Sentence Completion
• Từ khóa: Denmark, Netherlands, shorter hours, generous
• Vị trí trong bài: Đoạn 7, dòng 3-4
• Giải thích: Câu gốc là “countries like Denmark and the Netherlands have successfully implemented policies that promote shorter working hours and generous parental leave”. Đáp án là “parental leave” vì đây là thông tin đi sau “generous”.

Câu 11: karoshi

• Dạng câu hỏi: Sentence Completion
• Từ khóa: Japan, death, overwork
• Vị trí trong bài: Đoạn 7, dòng 1-2
• Giải thích: Passage nêu rõ “In Japan, the concept of ‘karoshi’ – death from overwork – has been officially recognized”. Đây là thuật ngữ chuyên ngành được giải thích trong bài.

Passage 2 – Giải Thích

Câu 14: B

• Dạng câu hỏi: Multiple Choice
• Từ khóa: role theory, role strain, occurs
• Vị trí trong bài: Đoạn 2, dòng 3-5
• Giải thích: Bài viết giải thích “When the cumulative pressure of these roles exceeds an individual’s available resources (time, energy, attention), role strain occurs”. Đây được paraphrase thành “the total demands of multiple roles surpass available resources” trong đáp án B.

Câu 15: C

• Dạng câu hỏi: Multiple Choice
• Từ khóa: absent presence
• Vị trí trong bài: Đoạn 3, dòng 4-7
• Giải thích: Khái niệm được mô tả qua ví dụ: “an employee might be physically present at their child’s school play but mentally rehearsing a presentation” và sau đó định nghĩa là “being there in body but not in mind”. Đáp án C chính xác thể hiện ý này.

Câu 19: NO

• Dạng câu hỏi: Yes/No/Not Given
• Từ khóa: physical absence, always more harmful, psychological absence
• Vị trí trong bài: Đoạn 3, dòng 7-9
• Giải thích: Bài viết nêu “this psychological absence is often more damaging to relationship quality than actual physical absence”, điều này mâu thuẫn trực tiếp với statement cho rằng physical absence “always” more harmful hơn.

Câu 21: YES

• Dạng câu hỏi: Yes/No/Not Given
• Từ khóa: self-efficacy, reduce negative impacts
• Vị trí trong bài: Đoạn 6, dòng 2-5
• Giải thích: Passage khẳng định “Self-efficacy… appears to buffer against the negative effects of work-family conflict” và “Individuals with high role management self-efficacy report lower levels of stress”. Đây rõ ràng ủng hộ quan điểm trong statement.

Câu 24: role theory

• Dạng câu hỏi: Summary Completion
• Từ khóa: people have multiple roles, different demands
• Vị trí trong bài: Đoạn 2, dòng 1-3
• Giải thích: Summary đang tóm tắt nội dung về role theory được giải thích trong đoạn 2. Đáp án là “role theory” vì đây là khung lý thuyết được đề cập đầu tiên.

Passage 3 – Giải Thích

Câu 27: B

• Dạng câu hỏi: Multiple Choice
• Từ khóa: shift, work-life balance, work-life integration, represents
• Vị trí trong bài: Đoạn 1, dòng 1-4
• Giải thích: Đoạn đầu mô tả đây là “paradigmatic shift” (sự chuyển đổi mô thức) và “epistemological transition” (sự chuyển đổi nhận thức luận) với “profound implications” (ý nghĩa sâu sắc). Đáp án B “fundamental change in understanding” chính xác phản ánh ý này.

Câu 28: C

• Dạng câu hỏi: Multiple Choice
• Từ khóa: Sweden, parental leave, 90 days
• Vị trí trong bài: Đoạn 2, dòng 5-7
• Giải thích: Bài viết nêu “with 90 days reserved exclusively for each parent on a ‘use it or lose it’ basis”. Từ “reserved exclusively for each parent” nghĩa là mỗi bố mẹ có 90 ngày riêng không thể chuyển nhượng, đúng với đáp án C.

Câu 37: FALSE

• Dạng câu hỏi: True/False/Not Given
• Từ khóa: Swedish fathers, 50%, available parental leave
• Vị trí trong bài: Đoạn 2, dòng 9-11
• Giải thích: Passage cho biết “Swedish fathers now take approximately 30% of available parental leave”, không phải 50% như statement đề cập, do đó đáp án là FALSE.

Câu 38: FALSE

• Dạng câu hỏi: True/False/Not Given
• Từ khóa: Family and Medical Leave Act, 12 weeks, paid leave
• Vị trí trong bài: Đoạn 3, dòng 4-6
• Giải thích: Bài viết rõ ràng nêu “Family and Medical Leave Act (FMLA) of 1993 provides merely 12 weeks of unpaid, job-protected leave”, từ “unpaid” mâu thuẫn với “paid” trong statement.

Câu 39: TRUE

• Dạng câu hỏi: True/False/Not Given
• Từ khóa: women, extended parental leave, Germany, long-term, negative career effects
• Vị trí trong bài: Đoạn 4, dòng 5-8
• Giải thích: Passage nêu “women who take extended parental leave experience persistent wage penalties and diminished promotion prospects, even decades after their children are born”, đây chính xác là long-term negative career effects được đề cập trong statement.

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Từ Vựng Quan Trọng Theo Passage

Passage 1 – Essential Vocabulary

Từ vựng	Loại từ	Phiên âm	Nghĩa tiếng Việt	Ví dụ từ bài	Collocation
work-life balance	n	/wɜːk laɪf ˈbæləns/	sự cân bằng công việc-cuộc sống	The concept of work-life balance has become increasingly important	achieve/maintain work-life balance
technological advances	n	/ˌteknəˈlɒdʒɪkəl ədˈvɑːnsɪz/	những tiến bộ công nghệ	technological advances have blurred the boundaries	rapid/recent technological advances
detrimental effects	n	/ˌdetrɪˈmentl ɪˈfekts/	những tác động có hại	detrimental effects of overwork on their health	have detrimental effects on
flexible working arrangements	n	/ˈfleksəbl ˈwɜːkɪŋ əˈreɪndʒmənts/	các phương thức làm việc linh hoạt	more flexible working arrangements	offer/provide flexible working arrangements
establish boundaries	v	/ɪˈstæblɪʃ ˈbaʊndəriz/	thiết lập ranh giới	difficulty in establishing boundaries	establish clear/healthy boundaries
work creep	n	/wɜːk kriːp/	sự xâm lấn của công việc	phenomenon known as “work creep”	prevent/avoid work creep
mandatory rest periods	n	/ˈmændətəri rest ˈpɪəriədz/	các khoảng thời gian nghỉ bắt buộc	mandatory rest periods and wellness programs	enforce mandatory rest periods
employee retention	n	/ɪmˈplɔɪiː rɪˈtenʃən/	sự giữ chân nhân viên	higher employee retention rates	improve/increase employee retention
productivity per hour	n	/ˌprɒdʌkˈtɪvəti pɜː aʊə/	năng suất mỗi giờ	productivity per hour actually declines	measure/track productivity per hour
cultural attitudes	n	/ˈkʌltʃərəl ˈætɪtjuːdz/	thái độ văn hóa	Cultural attitudes toward work vary	shift/change cultural attitudes
practical strategies	n	/ˈpræktɪkəl ˈstrætədʒiz/	các chiến lược thực tế	experts suggest several practical strategies	develop/implement practical strategies
quality time	n	/ˈkwɒləti taɪm/	thời gian chất lượng	spending quality time with family	spend quality time with

Passage 2 – Essential Vocabulary

Từ vựng	Loại từ	Phiên âm	Nghĩa tiếng Việt	Ví dụ từ bài	Collocation
psychological mechanisms	n	/ˌsaɪkəˈlɒdʒɪkəl ˈmekənɪzəmz/	các cơ chế tâm lý	psychological mechanisms underlying work-family conflict	understand/study psychological mechanisms
interplay	n	/ˈɪntəpleɪ/	sự tương tác	complex interplay of cognitive factors	complex interplay between
garnered substantial attention	v phrase	/ˈɡɑːnəd səbˈstænʃəl əˈtenʃən/	thu hút sự chú ý đáng kể	have garnered substantial attention from psychologists	garner attention from
foundational framework	n	/faʊnˈdeɪʃənəl ˈfreɪmwɜːk/	khung nền tảng	provides a foundational framework for understanding	establish/develop a foundational framework
cumulative pressure	n	/ˈkjuːmjələtɪv ˈpreʃə/	áp lực tích lũy	cumulative pressure of these roles	face/experience cumulative pressure
insidious	adj	/ɪnˈsɪdiəs/	ngấm ngầm, âm ỉ	particularly insidious form of conflict	insidious form/nature
preoccupation	n	/priˌɒkjuˈpeɪʃən/	sự bận tâm, lo lắng	preoccupation with one domain	constant preoccupation with
intrudes upon	v	/ɪnˈtruːdz əˈpɒn/	xâm phạm vào	intrudes upon functioning in another	intrude upon privacy/time
absent presence	n	/ˈæbsənt ˈprezəns/	sự hiện diện mà vắng mặt	creating what researchers term “absent presence”	phenomenon of absent presence
directionality	n	/dɪˌrekʃəˈnæləti/	tính định hướng	directionality of work-family conflict	examine/study directionality
disproportionately	adv	/ˌdɪsprəˈpɔːʃənətli/	không cân xứng, quá mức	women experience disproportionately higher levels	disproportionately affected/impacted
self-efficacy	n	/self ˈefɪkəsi/	tự tin vào khả năng bản thân	Self-efficacy appears to buffer against negative effects	high/low self-efficacy
moderate	v	/ˈmɒdəreɪt/	điều tiết, làm giảm bớt	may be moderated by various factors	moderate the effects of
face-time cultures	n	/feɪs taɪm ˈkʌltʃəz/	văn hóa hiện diện trực tiếp	Companies with “face-time” cultures	promote/discourage face-time cultures
paradoxical situation	n	/ˌpærəˈdɒksɪkəl ˌsɪtʃuˈeɪʃən/	tình huống nghịch lý	created a paradoxical situation	present/create a paradoxical situation

Passage 3 – Essential Vocabulary

Từ vựng	Loại từ	Phiên âm	Nghĩa tiếng Việt	Ví dụ từ bài	Collocation
theoretical reconceptualization	n	/ˌθɪəˈretɪkəl ˌriːkənˌseptʃuəlaɪˈzeɪʃən/	sự tái khái niệm hóa lý thuyết	theoretical reconceptualization of work-life balance	undergo theoretical reconceptualization
paradigmatic shift	n	/ˌpærədɪɡˈmætɪk ʃɪft/	sự chuyển đổi mô thức	reflects a paradigmatic shift	represent/mark a paradigmatic shift
inherently antagonistic	adj	/ɪnˈherəntli ænˌtæɡəˈnɪstɪk/	vốn dĩ đối kháng	inherently antagonistic spheres	inherently antagonistic relationship
epistemological transition	n	/ɪˌpɪstəməˈlɒdʒɪkəl trænˈzɪʃən/	sự chuyển đổi nhận thức luận	This epistemological transition has profound implications	undergo epistemological transition
comparative welfare state	n	/kəmˈpærətɪv ˈwelfeə steɪt/	nhà nước phúc lợi so sánh	Comparative welfare state research reveals	comparative welfare state analysis
cross-national variation	n	/krɒs ˈnæʃənəl ˌveəriˈeɪʃən/	sự khác biệt xuyên quốc gia	substantial cross-national variation	examine/identify cross-national variation
extensively subsidized	adj	/ɪkˈstensɪvli ˈsʌbsɪdaɪzd/	được trợ cấp rộng rãi	heavily subsidized childcare	extensively/heavily subsidized services
non-transferable quota	n	/nɒn trænsˈfɜːrəbl ˈkwəʊtə/	hạn ngạch không thể chuyển nhượng	non-transferable quota specifically aims	establish/implement non-transferable quota
incentivize	v	/ɪnˈsentɪvaɪz/	khuyến khích bằng động lực	incentivize paternal involvement	incentivize participation/behavior
statutory entitlements	n	/ˈstætʃətəri ɪnˈtaɪtəlmənts/	các quyền lợi theo luật định	rather than statutory entitlements	provide/guarantee statutory entitlements
policy lacuna	n	/ˈpɒləsi ləˈkjuːnə/	khoảng trống chính sách	This policy lacuna exacerbates	fill/address policy lacuna
contingent upon	adj phrase	/kənˈtɪndʒənt əˈpɒn/	phụ thuộc vào	becomes contingent upon employer generosity	contingent upon circumstances
inadvertently reinforce	v phrase	/ˌɪnədˈvɜːtəntli ˌriːɪnˈfɔːs/	vô tình củng cố	sometimes inadvertently reinforce traditional roles	inadvertently reinforce stereotypes
motherhood penalty	n	/ˈmʌðəhʊd ˈpenəlti/	hình phạt do làm mẹ	economists term the “motherhood penalty”	experience/face motherhood penalty
coercive pressure	n	/kəʊˈɜːsɪv ˈpreʃə/	áp lực cưỡng bức	workers may face coercive pressure	apply/resist coercive pressure
implementation climate	n	/ˌɪmplɪmenˈteɪʃən ˈklaɪmət/	môi trường thực thi	concept of “implementation climate”	create/foster implementation climate
multifaceted interventions	n	/ˌmʌltiˈfæsɪtɪd ˌɪntəˈvenʃənz/	các can thiệp đa chiều	requires multifaceted interventions	design/implement multifaceted interventions
employer branding	n	/ɪmˈplɔɪə ˈbrændɪŋ/	xây dựng thương hiệu nhà tuyển dụng	competitive advantages in employer branding	strengthen/enhance employer branding

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Kết Bài

Chủ đề cân bằng công việc và cuộc sống gia đình không chỉ là một xu hướng xã hội đương đại mà còn là một chủ đề quan trọng thường xuyên xuất hiện trong kỳ thi IELTS Reading. Qua bộ đề thi mẫu này, bạn đã được trải nghiệm một bài thi hoàn chỉnh với cả 3 passages từ mức độ dễ đến khó, phản ánh chính xác cấu trúc và yêu cầu của kỳ thi thực tế.

Ba passages đã cung cấp góc nhìn toàn diện về chủ đề: từ sự phát triển lịch sử và các khía cạnh thực tiễn trong Passage 1, đến những cơ chế tâm lý phức tạp trong Passage 2, và cuối cùng là các khung chính sách quốc tế trong Passage 3. Mỗi passage không chỉ giúp bạn làm quen với các dạng câu hỏi khác nhau mà còn trang bị kiến thức nền tảng về một chủ đề có tính ứng dụng cao.

Phần đáp án chi tiết đã chỉ ra cụ thể vị trí thông tin, kỹ thuật paraphrase và cách tiếp cận từng loại câu hỏi. Đây chính là chìa khóa giúp bạn không chỉ biết đáp án đúng là gì mà còn hiểu tại sao đó là đáp án đúng và làm thế nào để tìm ra nó một cách hiệu quả. Hãy dành thời gian xem lại những giải thích này để nắm vững phương pháp làm bài.

Kho từ vựng được phân loại theo từng passage là công cụ quý giá để bạn mở rộng vốn từ học thuật. Những từ và cụm từ này không chỉ hữu ích cho phần Reading mà còn có thể áp dụng trong Writing và Speaking, đặc biệt khi bạn thảo luận về các chủ đề liên quan đến work, lifestyle và society. Tương tự như cách tạo một kế hoạch du lịch bền vững, việc xây dựng chiến lược học tập có hệ thống sẽ giúp bạn đạt kết quả tốt hơn trong kỳ thi IELTS.

Hãy luyện tập thường xuyên với các đề thi mẫu như thế này, phân tích kỹ càng từng câu trả lời và không ngừng cải thiện kỹ năng quản lý thời gian. Với sự chuẩn bị bài bản và phương pháp đúng đắn, bạn hoàn toàn có thể đạt được band điểm mong muốn trong phần thi IELTS Reading. Chúc bạn ôn tập hiệu quả và thành công trong kỳ thi sắp tới!