IELTS Reading: Quản lý căng thẳng và lo âu nơi làm việc – Đề thi mẫu có đáp án chi tiết

Mở bài

Căng thẳng và lo âu tại nơi làm việc là chủ đề xuất hiện ngày càng thường xuyên trong IELTS Reading, đặc biệt trong các đề thi từ năm 2018 trở lại đây. Chủ đề này không chỉ phản ánh thực trạng xã hội hiện đại mà còn yêu cầu thí sinh nắm vững từ vựng về tâm lý học, quản lý doanh nghiệp và sức khỏe cộng đồng.

Bài viết này cung cấp một đề thi IELTS Reading hoàn chỉnh với ba passages được thiết kế theo đúng chuẩn Cambridge IELTS, bao gồm: Passage 1 với độ khó Easy phù hợp band 5.0-6.5, Passage 2 ở mức Medium cho band 6.0-7.5, và Passage 3 với độ khó Hard dành cho band 7.0-9.0. Mỗi passage đi kèm với các dạng câu hỏi đa dạng từ Multiple Choice, True/False/Not Given, Matching đến Summary Completion.

Đề thi này đặc biệt phù hợp cho học viên đang chuẩn bị thi IELTS Academic, giúp làm quen với chủ đề workplace wellness và rèn luyện kỹ năng đọc hiểu trong bối cảnh học thuật. Bạn sẽ nhận được đáp án chi tiết, giải thích cặn kẽ từng câu hỏi, cùng bộ từ vựng quan trọng để nâng cao vốn từ của mình.

1. Hướng dẫn làm bài IELTS Reading

Tổng Quan Về IELTS Reading Test

IELTS Reading Test kéo dài 60 phút với 40 câu hỏi được phân bổ đều qua 3 passages. Mỗi passage có độ dài khoảng 700-1000 từ và độ khó tăng dần. Điểm số của bạn được tính dựa trên số câu trả lời đúng, không bị trừ điểm khi sai.

Phân bổ thời gian khuyến nghị:

• Passage 1: 15-17 phút (câu hỏi tương đối dễ, thông tin rõ ràng)
• Passage 2: 18-20 phút (yêu cầu hiểu sâu hơn, có paraphrase)
• Passage 3: 23-25 phút (nội dung phức tạp, cần phân tích kỹ)

Lưu ý dành 2-3 phút cuối để chuyển đáp án vào answer sheet một cách cẩn thận. Viết sai chính tả hoặc vượt quá số từ quy định sẽ bị tính sai.

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 – Chọn đáp án đúng từ các phương án cho sẵn
2. True/False/Not Given – Xác định thông tin đúng, sai hay không được đề cập
3. Matching Information – Ghép thông tin với đoạn văn tương ứng
4. Sentence Completion – Hoàn thành câu với từ trong bài
5. Summary Completion – Điền từ vào đoạn tóm tắt
6. Matching Features – Ghép đặc điểm với người/tổ chức
7. Short-answer Questions – Trả lời ngắn gọn các câu hỏi

2. IELTS Reading Practice Test

PASSAGE 1 – Managing Workplace Stress: A Modern Challenge

Độ khó: Easy (Band 5.0-6.5)

Thời gian đề xuất: 15-17 phút

Workplace stress has become one of the most prevalent health concerns in the 21st century, affecting millions of employees worldwide. According to the World Health Organization, stress-related illnesses cost businesses approximately $300 billion annually in lost productivity, medical expenses, and employee turnover. Understanding how to effectively manage stress and anxiety at work is no longer optional – it has become an essential skill for career success and personal wellbeing.

The primary sources of workplace stress vary considerably across different industries and job roles. Time pressure represents one of the most commonly cited stressors, particularly in fast-paced corporate environments where employees face tight deadlines and competing priorities. Research conducted by the American Psychological Association found that 60% of workers identify unrealistic time expectations as their main source of stress. Additionally, interpersonal conflicts with colleagues or supervisors contribute significantly to workplace anxiety, creating an uncomfortable atmosphere that affects both mental health and job performance.

Workload management has emerged as another critical factor in workplace stress. When employees feel overwhelmed by excessive responsibilities without adequate resources or support, they experience what psychologists call “role overload“. This condition occurs when the demands of a job exceed an individual’s capacity to perform effectively. A study published in the Journal of Occupational Health Psychology revealed that employees experiencing role overload were three times more likely to report symptoms of anxiety and depression compared to those with balanced workloads.

The physical manifestations of workplace stress are numerous and concerning. Many employees report experiencing chronic headaches, muscle tension, and fatigue as direct consequences of prolonged stress exposure. Sleep disturbances have become increasingly common, with stressed workers finding it difficult to unwind after work hours. The body’s natural stress response, which evolved to help humans deal with immediate physical threats, becomes counterproductive when activated repeatedly in modern office settings. This constant activation of stress hormones can lead to serious health issues including cardiovascular disease, weakened immune function, and digestive problems.

Cognitive impacts of workplace stress are equally significant. Employees under chronic stress often struggle with concentration and decision-making, leading to decreased productivity and increased error rates. Memory problems become more frequent, and creative thinking may be impaired. These cognitive difficulties create a vicious cycle where reduced performance generates additional stress, further compromising mental capabilities. Research indicates that even moderate levels of sustained stress can affect the brain’s prefrontal cortex, the region responsible for executive functions like planning and problem-solving.

Fortunately, numerous evidence-based strategies exist for managing workplace stress effectively. Time management techniques form the foundation of stress reduction. Breaking large projects into smaller, manageable tasks helps prevent feelings of overwhelm. The Pomodoro Technique, which involves working in focused 25-minute intervals followed by short breaks, has proven particularly effective for maintaining productivity while reducing stress. Many successful professionals also advocate for prioritization systems like the Eisenhower Matrix, which helps distinguish between urgent and important tasks.

Communication skills play a vital role in stress management. Learning to assertively express concerns and set clear boundaries with colleagues and supervisors can prevent many stressful situations from escalating. When employees feel comfortable discussing workload concerns or requesting support, they experience lower stress levels and greater job satisfaction. Regular check-ins with managers about expectations and progress help ensure that tasks remain realistic and achievable.

Physical wellness practices offer powerful tools for combating workplace stress. Regular exercise has been shown to reduce stress hormones while increasing endorphins, the body’s natural mood elevators. Even brief periods of physical activity during the workday – such as short walks or stretching exercises – can significantly improve stress levels. Mindfulness meditation and deep breathing techniques provide immediate stress relief and can be practiced discreetly at one’s desk. A landmark study by Harvard Medical School found that workers who practiced 10 minutes of daily meditation experienced a 32% reduction in stress-related symptoms.

Creating a supportive work environment requires both individual and organizational efforts. Companies increasingly recognize that employee wellbeing directly impacts productivity and profitability. Progressive organizations now offer workplace wellness programs that include stress management workshops, counseling services, and flexible working arrangements. These initiatives demonstrate that addressing workplace stress benefits everyone – employees enjoy better health and job satisfaction, while employers see improvements in retention rates, productivity, and overall workplace morale.

Questions 1-5: Multiple Choice

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

1. According to the World Health Organization, stress-related illnesses cost businesses approximately:
   A. $200 billion annually
   B. $300 billion annually
   C. $400 billion annually
   D. $500 billion annually

2. What percentage of workers identify unrealistic time expectations as their main stressor?
   A. 40%
   B. 50%
   C. 60%
   D. 70%

3. Employees experiencing role overload were how many times more likely to report anxiety symptoms?
   A. Two times
   B. Three times
   C. Four times
   D. Five times

4. The Pomodoro Technique involves working in focused intervals of:
   A. 15 minutes
   B. 20 minutes
   C. 25 minutes
   D. 30 minutes

5. According to Harvard Medical School, workers who practiced daily meditation experienced what reduction in stress symptoms?
   A. 22%
   B. 27%
   C. 32%
   D. 37%

Questions 6-9: True/False/Not Given

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. Interpersonal conflicts with colleagues are the most significant source of workplace stress.
7. The body’s stress response system was originally designed for dealing with immediate physical dangers.
8. All companies now provide counseling services for stressed employees.
9. Chronic workplace stress can affect the brain’s prefrontal cortex.

Questions 10-13: Sentence Completion

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

10. When job demands exceed an individual’s capacity to perform, psychologists call this condition __.
11. Physical manifestations of workplace stress include chronic headaches, muscle tension, and __.
12. The Eisenhower Matrix helps employees distinguish between urgent and __ tasks.
13. Regular exercise increases __, which are the body’s natural mood elevators.

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PASSAGE 2 – The Psychology of Workplace Anxiety: Understanding and Intervention

Độ khó: Medium (Band 6.0-7.5)

Thời gian đề xuất: 18-20 phút

The escalating prevalence of anxiety disorders in professional environments has prompted considerable research into the underlying psychological mechanisms that contribute to workplace distress. Unlike transient stress responses, which represent normal reactions to challenging situations, clinical anxiety in occupational settings involves persistent, excessive worry that significantly impairs functioning. Distinguished scholars in organizational psychology have identified several key constructs that help explain why certain individuals and workplace configurations are particularly vulnerable to anxiety-related difficulties.

Cognitive appraisal theory provides a valuable framework for understanding workplace anxiety. Developed by psychologist Richard Lazarus, this theory posits that stress results not from events themselves but from how individuals perceive and interpret those events. When employees appraise workplace situations as threatening and doubt their ability to cope effectively – a process known as “threat appraisal” – anxiety naturally follows. Conversely, viewing challenges as opportunities for growth and trusting one’s coping resources leads to more adaptive responses. This cognitive mediation explains why identical work situations produce vastly different emotional reactions in different people.

The concept of “psychological safety” has emerged as particularly relevant to workplace anxiety management. Coined by Harvard Business School professor Amy Edmondson, psychological safety refers to a shared belief among team members that the work environment is safe for interpersonal risk-taking. In psychologically safe workplaces, employees feel comfortable expressing concerns, admitting mistakes, and asking questions without fear of embarrassment or retribution. Research consistently demonstrates that teams with high psychological safety exhibit lower anxiety levels, greater innovation, and superior performance outcomes. The absence of psychological safety, conversely, creates an atmosphere of hypervigilance where workers constantly monitor their behavior, depleting cognitive resources and exacerbating anxiety symptoms.

Organizational culture profoundly influences workplace anxiety through both explicit and implicit mechanisms. Companies that prioritize productivity above all else, maintain unrealistic expectations, and offer limited support tend to foster anxiety-prone environments. The phenomenon of “presenteeism culture” – where employees feel pressured to work long hours regardless of actual productivity – has been particularly implicated in workplace anxiety. A longitudinal study tracking 5,000 professionals across multiple industries found that those working in presenteeism cultures showed markedly elevated anxiety scores compared to peers in results-oriented environments that valued efficiency over face time.

The role of autonomy in workplace anxiety deserves particular attention. Self-Determination Theory, articulated by psychologists Edward Deci and Richard Ryan, emphasizes autonomy as a fundamental psychological need. When employees possess adequate control over their work methods, schedules, and decision-making processes, they experience greater intrinsic motivation and reduced anxiety. Micromanagement and excessive surveillance, by contrast, undermine autonomy and generate significant psychological distress. Empirical evidence suggests that autonomy may be especially crucial in knowledge-based professions where complex problem-solving requires cognitive flexibility rather than rigid adherence to prescribed methods.

Social support networks within organizations serve as powerful buffers against workplace anxiety. The buffering hypothesis, well-established in occupational health psychology, suggests that strong workplace relationships mitigate the negative effects of job stressors. Employees with supportive colleagues and approachable supervisors demonstrate greater resilience when facing challenging situations. However, the quality rather than mere quantity of relationships proves critical. Superficial connections provide little anxiety reduction, whereas genuine relationships characterized by trust, reciprocity, and emotional authenticity offer substantial protective benefits.

Intervention strategies targeting workplace anxiety have evolved considerably as research has illuminated effective approaches. Cognitive Behavioral Therapy (CBT) principles adapted for workplace settings show particularly promising results. CBT-based interventions help employees identify and challenge maladaptive thought patterns that fuel anxiety, such as catastrophizing about potential mistakes or overestimating the probability of negative outcomes. A meta-analysis of 37 randomized controlled trials found that workplace CBT interventions produced moderate to large reductions in anxiety symptoms, with effects sustained at six-month follow-up assessments.

Mindfulness-Based Stress Reduction (MBSR) programs have gained considerable traction in corporate wellness initiatives. These structured interventions train employees in present-moment awareness and non-judgmental acceptance of thoughts and emotions. By cultivating mindfulness skills, workers develop greater capacity to observe anxiety symptoms without becoming overwhelmed by them. Neuroscience research reveals that regular mindfulness practice actually restructures brain regions involved in emotional regulation, including the amygdala and prefrontal cortex. Companies implementing comprehensive MBSR programs report measurable improvements in employee anxiety levels, with some studies documenting reductions of 30-40% in anxiety-related absenteeism.

Organizational-level interventions address systemic factors contributing to workplace anxiety. Job redesign initiatives that clarify role expectations, ensure adequate resources, and provide appropriate challenges can substantially reduce role-related stressors. Flexible work arrangements, including options for remote work and variable scheduling, empower employees to better manage work-life boundaries, thereby reducing anxiety associated with competing demands. Leadership training programs that develop managers’ skills in providing constructive feedback, recognizing achievements, and supporting employee development create more positive work climates with lower anxiety prevalence.

The integration of technology-based solutions represents an emerging frontier in workplace anxiety management. Mobile applications offering on-demand access to relaxation exercises, cognitive restructuring tools, and mood tracking features provide convenient support between formal intervention sessions. Some organizations have implemented artificial intelligence chatbots programmed to deliver evidence-based anxiety management techniques and crisis support. While digital interventions cannot replace comprehensive mental health services, they offer scalable, stigma-reduced access to anxiety management resources. Preliminary evidence suggests that multimodal approaches combining traditional interventions with technology-enhanced support may yield optimal outcomes.

Questions 14-18: Yes/No/Not Given

Do the following statements agree with the claims of the writer?

Write:

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

14. Clinical anxiety in the workplace is simply a normal reaction to challenging professional situations.
15. Identical work situations always produce the same emotional reactions in all employees.
16. Teams with high psychological safety demonstrate better innovation and performance.
17. All technology companies have implemented flexible work arrangements.
18. Digital interventions for anxiety management can completely replace traditional mental health services.

Questions 19-23: Matching Information

Match each piece of information (19-23) with the correct theory or concept (A-H) mentioned in the passage.

A. Cognitive Appraisal Theory
B. Psychological Safety
C. Self-Determination Theory
D. Buffering Hypothesis
E. Cognitive Behavioral Therapy
F. Mindfulness-Based Stress Reduction
G. Presenteeism Culture
H. Job Redesign

19. Employees feel pressure to work long hours regardless of productivity
20. Stress results from how individuals perceive and interpret events
21. Strong workplace relationships reduce the negative effects of job stressors
22. Autonomy is identified as a fundamental psychological need
23. Workers learn present-moment awareness and non-judgmental acceptance

Questions 24-26: Summary Completion

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

Organizational culture significantly affects workplace anxiety. Companies that maintain 24. __ and provide limited support create environments prone to anxiety. Research has shown that employees in such cultures have 25. __ anxiety scores compared to those in results-oriented environments. Additionally, 26. __ and excessive surveillance undermine employee autonomy and cause psychological distress.

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PASSAGE 3 – Neurobiological Foundations and Systemic Solutions for Occupational Psychological Distress

Độ khó: Hard (Band 7.0-9.0)

Thời gian đề xuất: 23-25 phút

The burgeoning field of occupational neuroscience has fundamentally transformed our understanding of workplace anxiety and stress, revealing the intricate neurobiological substrates underlying these pervasive occupational health concerns. Contemporary research utilizing advanced neuroimaging techniques – including functional magnetic resonance imaging (fMRI) and positron emission tomography (PET) – has elucidated the specific neural circuits and neurochemical pathways activated during workplace stress responses. These findings not only validate the physiological reality of occupational psychological distress but also suggest novel intervention modalities targeting specific neurobiological mechanisms rather than relying exclusively on phenomenological or behavioral approaches.

The hypothalamic-pituitary-adrenal (HPA) axis represents the body’s primary neuroendocrine stress response system, orchestrating physiological reactions to perceived threats through a cascade of hormonal signaling. When individuals encounter workplace stressors, the hypothalamus secretes corticotropin-releasing hormone (CRH), which stimulates the pituitary gland to release adrenocorticotropic hormone (ACTH). This hormone subsequently triggers cortisol secretion from the adrenal cortex. While acute cortisol elevation serves adaptive functions – enhancing alertness, mobilizing energy resources, and temporarily boosting certain cognitive functions – chronic activation of the HPA axis produces deleterious effects. Prolonged hypercortisolemia has been implicated in hippocampal atrophy, prefrontal cortex dysfunction, and dysregulation of neurotransmitter systems, particularly those involving serotonin and dopamine. Longitudinal studies tracking professionals in high-stress occupations have documented progressive neuroanatomical changes consistent with these neurotoxic effects, including measurable reductions in hippocampal volume and alterations in prefrontal cortex connectivity detectable through structural MRI.

The autonomic nervous system (ANS) operates in concert with the HPA axis to mediate stress responses through its sympathetic and parasympathetic branches. Workplace anxiety precipitates sympathetic nervous system activation, characterized by increased heart rate, elevated blood pressure, vasoconstriction, and heightened arousal. This “fight-or-flight” response, while appropriate for immediate physical threats, becomes maladaptive when triggered repeatedly by psychosocial stressors endemic to modern work environments. Critically, chronic sympathetic predominance suppresses parasympathetic activity, compromising the body’s capacity for physiological restoration and homeostatic regulation. This autonomic imbalance manifests in reduced heart rate variability (HRV), a biomarker increasingly recognized as predictive of both cardiovascular morbidity and anxiety disorders. Biofeedback interventions targeting HRV improvement have demonstrated efficacy in reducing workplace anxiety while simultaneously enhancing cardiovascular health metrics, suggesting promising translational applications.

Neuroplasticity – the brain’s capacity to reorganize neural circuits in response to experience – offers both challenges and opportunities in workplace anxiety management. Chronic exposure to occupational stressors can induce maladaptive neuroplastic changes, reinforcing anxiety-prone neural pathways through repeated activation. The amygdala, a brain structure critical for threat detection and fear processing, exhibits hyperresponsivity in individuals with anxiety disorders, including those whose symptoms originate in workplace contexts. Simultaneously, the ventromedial prefrontal cortex (vmPFC), which normally exerts inhibitory control over amygdala activation, shows reduced activity and diminished connectivity with limbic structures in chronically anxious individuals. This neural circuit dysfunction creates a state of heightened threat sensitivity and impaired emotional regulation. However, neuroplasticity’s bidirectional nature means these changes are potentially reversible through targeted interventions. Research on mindfulness meditation has revealed measurable increases in prefrontal cortex thickness and enhanced prefrontal-amygdala connectivity following sustained practice, accompanied by corresponding reductions in anxiety symptoms. Similarly, cognitive training targeting executive functions has demonstrated capacity to strengthen prefrontal circuits and improve top-down regulation of emotional responses.

The neurochemical landscape of workplace anxiety encompasses multiple neurotransmitter systems whose dysregulation contributes to symptom manifestation. Gamma-aminobutyric acid (GABA), the brain’s primary inhibitory neurotransmitter, plays a crucial role in modulating anxiety levels. Individuals with anxiety disorders frequently exhibit reduced GABAergic activity in key brain regions, including the prefrontal cortex and anterior cingulate cortex. Pharmacological interventions targeting the GABAergic system, such as benzodiazepines, provide rapid anxiety reduction but carry significant risks including dependence and cognitive impairment. Non-pharmacological approaches that enhance endogenous GABA production – including vigorous exercise, yoga, and certain dietary modifications – offer safer alternatives, though with more gradual effects. The serotonergic system similarly mediates anxiety responses, with selective serotonin reuptake inhibitors (SSRIs) representing first-line pharmacotherapy for anxiety disorders. However, workplace-focused interventions addressing serotonin precursor availability through nutritional optimization and circadian rhythm regulation may provide adjunctive benefits without pharmacological side effects.

Epigenetic mechanisms represent an increasingly recognized frontier in understanding individual differences in stress susceptibility. Environmental factors, including chronic workplace stressors, can induce chemical modifications to DNA and histone proteins that alter gene expression without changing the underlying genetic sequence. These epigenetic alterations can upregulate stress-responsive genes while downregulating genes involved in stress resilience, effectively creating a biological predisposition toward anxiety. Particularly concerning are findings suggesting that some stress-induced epigenetic changes may be transgenerationally transmitted, potentially affecting offspring’s stress responses. Research examining professional populations with high-stress occupations has identified specific epigenetic signatures associated with anxiety symptoms, including modifications to genes regulating the glucocorticoid receptor and brain-derived neurotrophic factor (BDNF). While these findings raise sobering questions about the long-term consequences of occupational stress, they also suggest potential intervention targets. Emerging evidence indicates that lifestyle modifications – including exercise, meditation, and social connection – can induce favorable epigenetic changes that enhance stress resilience, potentially reversing some stress-induced modifications.

Systems-level approaches to workplace anxiety management recognize that individual-focused interventions, while necessary, prove insufficient without complementary organizational reforms. The Job Demands-Resources (JD-R) model, an influential theoretical framework in occupational health psychology, posits that workplace wellbeing results from the balance between job demands (physical, cognitive, and emotional requirements) and job resources (aspects of work that facilitate goal achievement, reduce demands, or stimulate personal growth). Chronic imbalance, with demands exceeding resources, precipitates the dual processes of health impairment through stress pathways and motivational decline through reduced engagement. Meta-analytic evidence synthesizing hundreds of studies confirms that high demands combined with low resources predict anxiety symptoms, burnout, and numerous adverse health outcomes. Effective organizational interventions therefore target this demands-resources equilibrium through multifaceted strategies: clarifying role expectations to reduce ambiguity-related stress, providing adequate training and technological resources to enhance efficacy, ensuring manageable workloads through realistic goal-setting, and fostering supportive supervisory relationships that serve as crucial psychological resources.

The concept of “organizational justice” has emerged as particularly salient to workplace psychological health. Distributive justice concerns the perceived fairness of outcomes (compensation, promotions, work assignments), procedural justice relates to the fairness of decision-making processes, and interactional justice involves respectful, dignified treatment by supervisors. Research demonstrates that justice perceptions strongly predict workplace anxiety, with perceived injustice activating similar neural circuits as physical pain. Organizational climates characterized by justice deficits not only generate direct psychological distress but also undermine other anxiety-reduction efforts by creating pervasive feelings of threat and unpredictability. Conversely, organizations emphasizing transparent decision-making, equitable treatment, and respectful communication foster psychological safety and resilience. Longitudinal research tracking employees through organizational changes reveals that procedural justice during transition periods significantly buffers against anxiety increases, even when changes produce unfavorable outcomes for individuals.

Technology-mediated work, increasingly ubiquitous in contemporary professional life, presents unique challenges for anxiety management while simultaneously offering novel intervention opportunities. The expectation of constant connectivity – often termed “technostress” – blurs boundaries between professional and personal life, preventing the psychological disengagement necessary for recovery from work demands. Neurobiological research indicates that inability to psychologically detach from work maintains HPA axis activation and sympathetic nervous system arousal during non-work hours, precluding essential restorative processes. Organizations addressing this challenge have implemented “right to disconnect” policies that establish clear boundaries around after-hours communication expectations. Preliminary evidence suggests such policies reduce anxiety symptoms while paradoxically maintaining or even enhancing productivity, supporting the counterintuitive notion that constant availability undermines rather than optimizes performance. Simultaneously, technology enables innovative anxiety management solutions, including virtual reality exposure therapy for work-specific anxiety triggers, wearable devices providing real-time physiological feedback for stress management, and machine learning algorithms that identify early warning signs of psychological distress through patterns in communication or productivity data, enabling proactive intervention before symptoms escalate to clinical thresholds.

The cultural dimensions of workplace anxiety merit consideration, particularly as globalization increases cross-cultural workforce composition. Cultural values profoundly shape both anxiety expression and coping preferences. Individualistic cultures tend to emphasize personal agency and problem-focused coping, while collectivistic cultures may prioritize social harmony and emotion-focused approaches. These differences have practical implications for intervention design: anxiety management programs developed in Western contexts may prove less effective or acceptable in Asian or other cultural contexts without appropriate adaptation. Research examining workplace mental health across cultures reveals substantial variation in stigma levels surrounding mental health concerns, willingness to seek formal support, and preferences for individual versus group-based interventions. Culturally-responsive organizational approaches acknowledge this diversity through flexible, multi-modal support systems that accommodate varying cultural norms rather than imposing uniform solutions.

Questions 27-31: Multiple Choice

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

27. According to the passage, chronic activation of the HPA axis can lead to:
    A. Enhanced cognitive performance
    B. Hippocampal atrophy and neurotransmitter dysregulation
    C. Increased parasympathetic activity
    D. Improved stress resilience

28. The passage suggests that reduced heart rate variability (HRV) is:
    A. A sign of optimal cardiovascular health
    B. Unrelated to anxiety disorders
    C. Predictive of cardiovascular problems and anxiety
    D. Only present in physical illnesses

29. Which brain structure shows hyperresponsivity in individuals with anxiety disorders?
    A. Hippocampus
    B. Cerebellum
    C. Amygdala
    D. Occipital lobe

30. The Job Demands-Resources model posits that workplace wellbeing results from:
    A. High job demands only
    B. The balance between job demands and job resources
    C. Elimination of all workplace stress
    D. Maximum resource availability

31. According to the passage, “right to disconnect” policies have:
    A. Decreased employee productivity significantly
    B. Had no measurable impact on anxiety
    C. Reduced anxiety while maintaining or enhancing productivity
    D. Been rejected by most organizations

Questions 32-36: Matching Features

Match each neurotransmitter or hormone (32-36) with its correct description (A-H) as mentioned in the passage.

Neurotransmitters/Hormones:
32. Cortisol
33. GABA
34. Serotonin
35. CRH
36. BDNF

Descriptions:
A. Target of SSRIs in anxiety treatment
B. Secreted by the hypothalamus to trigger stress response
C. Primary inhibitory neurotransmitter in the brain
D. Hormone released from adrenal cortex during stress
E. Exclusively promotes anxiety in all contexts
F. Neurotrophic factor affected by epigenetic modifications
G. Only produced during sleep
H. Found solely in muscle tissue

Questions 37-40: Short-answer Questions

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

37. What type of imaging technique has been used to study neural circuits during workplace stress responses?

38. What term describes the brain’s capacity to reorganize neural circuits in response to experience?

39. What are the three types of organizational justice mentioned in the passage?

40. What term is used to describe the stress caused by expectations of constant connectivity in technology-mediated work?

Đề thi IELTS Reading về quản lý căng thẳng và lo âu trong môi trường làm việc hiện đại

3. Answer Keys – Đáp Án

PASSAGE 1: Questions 1-13

1. B
2. C
3. B
4. C
5. C
6. FALSE
7. TRUE
8. FALSE
9. TRUE
10. role overload
11. fatigue
12. important
13. endorphins

PASSAGE 2: Questions 14-26

14. NO
15. NO
16. YES
17. NOT GIVEN
18. NO
19. G
20. A
21. D
22. C
23. F
24. unrealistic expectations
25. markedly elevated
26. micromanagement

PASSAGE 3: Questions 27-40

27. B
28. C
29. C
30. B
31. C
32. D
33. C
34. A
35. B
36. F
37. functional magnetic resonance imaging / fMRI
38. neuroplasticity
39. distributive, procedural, interactional
40. technostress

Giải thích chi tiết đáp án IELTS Reading về kỹ thuật quản lý căng thẳng công sở

4. Giải Thích Đáp Án Chi Tiết

Passage 1 – Giải Thích

Câu 1: B

• Dạng câu hỏi: Multiple Choice
• Từ khóa: World Health Organization, cost, businesses
• Vị trí trong bài: Đoạn 1, dòng 2-4
• Giải thích: Bài đọc nêu rõ “According to the World Health Organization, stress-related illnesses cost businesses approximately $300 billion annually”. Đây là thông tin được đưa ra trực tiếp, không có paraphrase.

Câu 2: C

• Dạng câu hỏi: Multiple Choice
• Từ khóa: percentage, workers, unrealistic time expectations
• Vị trí trong bài: Đoạn 2, dòng 4-5
• Giải thích: Đoạn văn nêu “Research conducted by the American Psychological Association found that 60% of workers identify unrealistic time expectations as their main source of stress.” Đáp án C (60%) là chính xác.

Câu 3: B

• Dạng câu hỏi: Multiple Choice
• Từ khóa: role overload, times more likely, anxiety symptoms
• Vị trí trong bài: Đoạn 3, dòng 6-8
• Giải thích: Bài viết chỉ ra “employees experiencing role overload were three times more likely to report symptoms of anxiety”. Đáp án là B (Three times).

Câu 4: C

• Dạng câu hỏi: Multiple Choice
• Từ khóa: Pomodoro Technique, focused intervals
• Vị trí trong bài: Đoạn 6, dòng 3-4
• Giải thích: Câu “The Pomodoro Technique, which involves working in focused 25-minute intervals followed by short breaks” cho thấy đáp án chính xác là C (25 minutes).

Câu 5: C

• Dạng câu hỏi: Multiple Choice
• Từ khóa: Harvard Medical School, meditation, reduction
• Vị trí trong bài: Đoạn 8, dòng 5-7
• Giải thích: Thông tin “A landmark study by Harvard Medical School found that workers who practiced 10 minutes of daily meditation experienced a 32% reduction in stress-related symptoms” xác nhận đáp án C.

Câu 6: FALSE

• Dạng câu hỏi: True/False/Not Given
• Từ khóa: interpersonal conflicts, most significant source
• Vị trí trong bài: Đoạn 2
• Giải thích: Bài viết đề cập “Time pressure represents one of the most commonly cited stressors” và interpersonal conflicts chỉ là một trong các yếu tố “contribute significantly” chứ không phải là “most significant”. Do đó câu này sai.

Câu 7: TRUE

• Dạng câu hỏi: True/False/Not Given
• Từ khóa: body’s stress response, immediate physical threats
• Vị trí trong bài: Đoạn 4, dòng 4-5
• Giải thích: Câu “The body’s natural stress response, which evolved to help humans deal with immediate physical threats” hoàn toàn khớp với nội dung câu hỏi.

Câu 8: FALSE

• Dạng câu hỏi: True/False/Not Given
• Từ khóa: all companies, counseling services
• Vị trí trong bài: Đoạn 9
• Giải thích: Bài viết nói “Progressive organizations now offer workplace wellness programs that include… counseling services”, từ “progressive” cho thấy chỉ một số công ty tiên tiến mới cung cấp dịch vụ này, không phải tất cả.

Câu 9: TRUE

• Dạng câu hỏi: True/False/Not Given
• Từ khóa: chronic stress, prefrontal cortex
• Vị trí trong bài: Đoạn 5, dòng cuối
• Giải thích: Bài viết khẳng định “even moderate levels of sustained stress can affect the brain’s prefrontal cortex”, hoàn toàn đúng với nội dung câu hỏi.

Câu 10: role overload

• Dạng câu hỏi: Sentence Completion
• Từ khóa: demands exceed capacity
• Vị trí trong bài: Đoạn 3, dòng 3-4
• Giải thích: Câu “This condition occurs when the demands of a job exceed an individual’s capacity to perform effectively” định nghĩa thuật ngữ “role overload”.

Câu 11: fatigue

• Dạng câu hỏi: Sentence Completion
• Từ khóa: physical manifestations, headaches, muscle tension
• Vị trí trong bài: Đoạn 4, dòng 1-2
• Giải thích: Danh sách các triệu chứng trong câu “Many employees report experiencing chronic headaches, muscle tension, and fatigue” cung cấp đáp án.

Câu 12: important

• Dạng câu hỏi: Sentence Completion
• Từ khóa: Eisenhower Matrix, distinguish, urgent
• Vị trí trong bài: Đoạn 6, dòng 6-7
• Giải thích: Thông tin về Eisenhower Matrix “helps distinguish between urgent and important tasks” cho đáp án là “important”.

Câu 13: endorphins

• Dạng câu hỏi: Sentence Completion
• Từ khóa: regular exercise, natural mood elevators
• Vị trí trong bài: Đoạn 8, dòng 1-2
• Giải thích: Câu “Regular exercise has been shown to reduce stress hormones while increasing endorphins, the body’s natural mood elevators” cung cấp đáp án rõ ràng.

Passage 2 – Giải Thích

Câu 14: NO

• Dạng câu hỏi: Yes/No/Not Given
• Từ khóa: clinical anxiety, normal reaction
• Vị trí trong bài: Đoạn 1, dòng 2-4
• Giải thích: Bài viết phân biệt rõ “Unlike transient stress responses, which represent normal reactions to challenging situations, clinical anxiety… involves persistent, excessive worry”. Câu hỏi mâu thuẫn với thông tin này nên đáp án là NO.

Câu 15: NO

• Dạng câu hỏi: Yes/No/Not Given
• Từ khóa: identical situations, same emotional reactions, all employees
• Vị trí trong bài: Đoạn 2, dòng cuối
• Giải thích: Câu “This cognitive mediation explains why identical work situations produce vastly different emotional reactions in different people” trực tiếp bác bỏ nội dung câu hỏi.

Câu 16: YES

• Dạng câu hỏi: Yes/No/Not Given
• Từ khóa: psychological safety, innovation, performance
• Vị trí trong bài: Đoạn 3, dòng 6-7
• Giải thích: Bài viết khẳng định “teams with high psychological safety exhibit… greater innovation, and superior performance outcomes”, hoàn toàn khớp với câu hỏi.

Câu 17: NOT GIVEN

• Dạng câu hỏi: Yes/No/Not Given
• Từ khóa: all technology companies, flexible work arrangements
• Vị trí trong bài: Không có thông tin
• Giải thích: Mặc dù đoạn 9 đề cập đến flexible work arrangements, bài viết không nói rõ tất cả các công ty công nghệ đã thực hiện điều này.

Câu 18: NO

• Dạng câu hỏi: Yes/No/Not Given
• Từ khóa: digital interventions, completely replace, traditional services
• Vị trí trong bài: Đoạn 10, dòng 4-5
• Giải thích: Bài viết nêu rõ “While digital interventions cannot replace comprehensive mental health services”, phủ định trực tiếp nội dung câu hỏi.

Câu 19: G (Presenteeism Culture)

• Dạng câu hỏi: Matching Information
• Từ khóa: pressure, long hours, regardless of productivity
• Vị trí trong bài: Đoạn 4, dòng 4-5
• Giải thích: Định nghĩa “presenteeism culture – where employees feel pressured to work long hours regardless of actual productivity” khớp hoàn toàn.

Câu 20: A (Cognitive Appraisal Theory)

• Dạng câu hỏi: Matching Information
• Từ khóa: stress results from, perceive and interpret
• Vị trí trong bài: Đoạn 2, dòng 2-3
• Giải thích: Lý thuyết này “posits that stress results not from events themselves but from how individuals perceive and interpret those events”.

Câu 21: D (Buffering Hypothesis)

• Dạng câu hỏi: Matching Information
• Từ khóa: strong relationships, reduce negative effects
• Vị trí trong bài: Đoạn 6, dòng 2-3
• Giải thích: Giả thuyết này “suggests that strong workplace relationships mitigate the negative effects of job stressors”.

Câu 22: C (Self-Determination Theory)

• Dạng câu hỏi: Matching Information
• Từ khóa: autonomy, fundamental need
• Vị trí trong bài: Đoạn 5, dòng 2-3
• Giải thích: Lý thuyết này “emphasizes autonomy as a fundamental psychological need”.

Câu 23: F (Mindfulness-Based Stress Reduction)

• Dạng câu hỏi: Matching Information
• Từ khóa: present-moment awareness, non-judgmental acceptance
• Vị trí trong bài: Đoạn 8, dòng 2-3
• Giải thích: MBSR “train employees in present-moment awareness and non-judgmental acceptance of thoughts and emotions”.

Câu 24: unrealistic expectations

• Dạng câu hỏi: Summary Completion
• Từ khóa: companies, limited support
• Vị trí trong bài: Đoạn 4, dòng 1-2
• Giải thích: “Companies that prioritize productivity above all else, maintain unrealistic expectations, and offer limited support”.

Câu 25: markedly elevated

• Dạng câu hỏi: Summary Completion
• Từ khóa: anxiety scores, compared to
• Vị trí trong bài: Đoạn 4, dòng 6-7
• Giải thích: Cụm từ “showed markedly elevated anxiety scores compared to peers” cung cấp đáp án chính xác.

Câu 26: micromanagement

• Dạng câu hỏi: Summary Completion
• Từ khóa: excessive surveillance, undermine autonomy
• Vị trí trong bài: Đoạn 5, dòng 6-7
• Giải thích: “Micromanagement and excessive surveillance, by contrast, undermine autonomy and generate significant psychological distress”.

Passage 3 – Giải Thích

Câu 27: B

• Dạng câu hỏi: Multiple Choice
• Từ khóa: chronic activation, HPA axis
• Vị trí trong bài: Đoạn 2, dòng 7-9
• Giải thích: Bài viết nêu rõ “Prolonged hypercortisolemia has been implicated in hippocampal atrophy, prefrontal cortex dysfunction, and dysregulation of neurotransmitter systems”. Ngoài ra, các đề cập đến “reducing hippocampal volume và neurotoxic effects” củng cố đáp án này là hợp lý về mặt paraphrase. Đáp án B là chính xác.

Câu 28: C

• Dạng câu hỏi: Multiple Choice
• Từ khóa: reduced heart rate variability, HRV
• Vị trí trong bài: Đoạn 3, dòng 9-11
• Giải thích: Bài viết khẳng định “reduced heart rate variability (HRV), a biomarker increasingly recognized as predictive of both cardiovascular morbidity and anxiety disorders”, đáp án C là chính xác.

Câu 29: C

• Dạng câu hỏi: Multiple Choice
• Từ khóa: brain structure, hyperresponsivity, anxiety
• Vị trí trong bài: Đoạn 4, dòng 4-5
• Giải thích: “The amygdala… exhibits hyperresponsivity in individuals with anxiety disorders” cung cấp đáp án rõ ràng là C.

Câu 30: B

• Dạng câu hỏi: Multiple Choice
• Từ khóa: JD-R model, workplace wellbeing
• Vị trí trong bài: Đoạn 7, dòng 2-4
• Giải thích: Mô hình này “posits that workplace wellbeing results from the balance between job demands… and job resources”. Từ “balance” là từ khóa chính, đáp án B chính xác.

Câu 31: C

• Dạng câu hỏi: Multiple Choice
• Từ khóa: right to disconnect policies, impact
• Vị trí trong bài: Đoạn 9, dòng 7-9
• Giải thích: “Preliminary evidence suggests such policies reduce anxiety symptoms while paradoxically maintaining or even enhancing productivity”, đáp án C là chính xác.

Câu 32: D (Cortisol)

• Dạng câu hỏi: Matching Features
• Vị trí trong bài: Đoạn 2, dòng 4-5
• Giải thích: “This hormone subsequently triggers cortisol secretion from the adrenal cortex” xác định cortisol được tiết ra từ adrenal cortex.

Câu 33: C (GABA)

• Dạng câu hỏi: Matching Features
• Vị trí trong bài: Đoạn 5, dòng 2
• Giải thích: “Gamma-aminobutyric acid (GABA), the brain’s primary inhibitory neurotransmitter” định nghĩa rõ ràng.

Câu 34: A (Serotonin)

• Dạng câu hỏi: Matching Features
• Vị trí trong bài: Đoạn 5, dòng 8-9
• Giải thích: “The serotonergic system similarly mediates anxiety responses, with selective serotonin reuptake inhibitors (SSRIs) representing first-line pharmacotherapy”.

Câu 35: B (CRH)

• Dạng câu hỏi: Matching Features
• Vị trí trong bài: Đoạn 2, dòng 2-3
• Giải thích: “the hypothalamus secretes corticotropin-releasing hormone (CRH), which stimulates the pituitary gland”.

Câu 36: F (BDNF)

• Dạng câu hỏi: Matching Features
• Vị trí trong bài: Đoạn 6, dòng 7-8
• Giải thích: BDNF được đề cập trong context “including modifications to genes regulating… brain-derived neurotrophic factor (BDNF)” liên quan đến epigenetic modifications.

Câu 37: functional magnetic resonance imaging / fMRI

• Dạng câu hỏi: Short-answer Questions
• Từ khóa: imaging technique, neural circuits, stress responses
• Vị trí trong bài: Đoạn 1, dòng 3-4
• Giải thích: “Contemporary research utilizing advanced neuroimaging techniques – including functional magnetic resonance imaging (fMRI)”.

Câu 38: neuroplasticity

• Dạng câu hỏi: Short-answer Questions
• Từ khóa: brain’s capacity, reorganize neural circuits, experience
• Vị trí trong bài: Đoạn 4, dòng 1
• Giải thích: “Neuroplasticity – the brain’s capacity to reorganize neural circuits in response to experience” là định nghĩa trực tiếp.

Câu 39: distributive, procedural, interactional

• Dạng câu hỏi: Short-answer Questions
• Từ khóa: three types, organizational justice
• Vị trí trong bài: Đoạn 8, dòng 1-3
• Giải thích: Ba loại được liệt kê rõ ràng: “Distributive justice concerns… procedural justice relates to… and interactional justice involves…”.

Câu 40: technostress

• Dạng câu hỏi: Short-answer Questions
• Từ khóa: stress, constant connectivity, technology-mediated work
• Vị trí trong bài: Đoạn 9, dòng 1-2
• Giải thích: “The expectation of constant connectivity – often termed ‘technostress'” cung cấp đáp án chính xác.

Bảng từ vựng quan trọng IELTS Reading về quản lý căng thẳng và lo âu tại nơi làm việc

5. Từ Vựng Quan Trọng Theo Passage

Passage 1 – Essential Vocabulary

Từ vựng	Loại từ	Phiên âm	Nghĩa tiếng Việt	Ví dụ từ bài	Collocation
prevalent	adj	/ˈprevələnt/	phổ biến, thịnh hành	Workplace stress has become one of the most prevalent health concerns	prevalent disease, increasingly prevalent
effectively manage	v phrase	/ɪˈfektɪvli ˈmænɪdʒ/	quản lý hiệu quả	Understanding how to effectively manage stress and anxiety	effectively manage resources, effectively manage time
overwhelming	adj	/ˌəʊvəˈwelmɪŋ/	áp đảo, quá sức	When employees feel overwhelmed by excessive responsibilities	overwhelming pressure, overwhelming evidence
manifestation	n	/ˌmænɪfeˈsteɪʃn/	biểu hiện, dấu hiệu	The physical manifestations of workplace stress	physical manifestation, clinical manifestation
chronic	adj	/ˈkrɒnɪk/	mãn tính, kéo dài	Many employees report experiencing chronic headaches	chronic pain, chronic condition
cognitive	adj	/ˈkɒɡnətɪv/	nhận thức, tri giác	Cognitive impacts of workplace stress are equally significant	cognitive function, cognitive ability
impair	v	/ɪmˈpeə(r)/	làm suy yếu, làm giảm	Creative thinking may be impaired	impair judgment, seriously impair
evidence-based	adj	/ˈevɪdəns beɪst/	dựa trên bằng chứng	Numerous evidence-based strategies exist	evidence-based practice, evidence-based medicine
prioritization	n	/praɪˌɒrɪtaɪˈzeɪʃn/	sự sắp xếp ưu tiên	Many professionals advocate for prioritization systems	task prioritization, prioritization skills
assertively	adv	/əˈsɜːtɪvli/	một cách quyết đoán	Learning to assertively express concerns	assertively communicate, behave assertively
endorphin	n	/enˈdɔːfɪn/	endorphin (chất gây cảm giác thoải mái)	Exercise increases endorphins, the body’s natural mood elevators	release endorphins, endorphin levels
retention rate	n phrase	/rɪˈtenʃn reɪt/	tỷ lệ giữ chân nhân viên	Employers see improvements in retention rates	employee retention rate, high retention rate

Passage 2 – Essential Vocabulary

Từ vựng	Loại từ	Phiên âm	Nghĩa tiếng Việt	Ví dụ từ bài	Collocation
escalating	adj	/ˈeskəleɪtɪŋ/	leo thang, gia tăng	The escalating prevalence of anxiety disorders	escalating tensions, escalating costs
underlying	adj	/ˌʌndəˈlaɪɪŋ/	cơ bản, nằm bên dưới	Research into the underlying psychological mechanisms	underlying cause, underlying principle
vulnerable	adj	/ˈvʌlnərəbl/	dễ bị tổn thương	Workplace configurations are particularly vulnerable to anxiety	vulnerable population, highly vulnerable
posit	v	/ˈpɒzɪt/	đưa ra giả thuyết	This theory posits that stress results from perception	researchers posit that, theory posits
interpersonal	adj	/ˌɪntəˈpɜːsənl/	giữa các cá nhân	Safe for interpersonal risk-taking	interpersonal skills, interpersonal relationships
hypervigilance	n	/ˌhaɪpəˈvɪdʒɪləns/	trạng thái cảnh giác thái quá	Creates an atmosphere of hypervigilance	state of hypervigilance, constant hypervigilance
deplete	v	/dɪˈpliːt/	làm cạn kiệt	Workers constantly monitor their behavior, depleting cognitive resources	deplete resources, severely deplete
exacerbate	v	/ɪɡˈzæsəbeɪt/	làm trầm trọng thêm	Exacerbating anxiety symptoms	exacerbate the problem, exacerbate tensions
implicate	v	/ˈɪmplɪkeɪt/	liên quan đến	Presenteeism culture has been particularly implicated in workplace anxiety	implicate someone in, evidence implicates
autonomy	n	/ɔːˈtɒnəmi/	quyền tự chủ	The role of autonomy in workplace anxiety	professional autonomy, personal autonomy
buffer	n/v	/ˈbʌfə(r)/	đệm, giảm thiểu	Social support networks serve as powerful buffers	buffer against stress, act as buffer
maladaptive	adj	/ˌmælədˈæptɪv/	không thích ứng	Help employees identify maladaptive thought patterns	maladaptive behavior, maladaptive coping
catastrophize	v	/kəˈtæstrəfaɪz/	nghĩ quá bi quan	Catastrophizing about potential mistakes	tendency to catastrophize, catastrophize situations
meta-analysis	n	/ˌmetəəˈnæləsɪs/	phân tích tổng hợp	A meta-analysis of 37 randomized controlled trials	conduct a meta-analysis, systematic meta-analysis
traction	n	/ˈtrækʃn/	sự quan tâm, chấp nhận	MBSR programs have gained considerable traction	gain traction, losing traction

Passage 3 – Essential Vocabulary

Từ vựng	Loại từ	Phiên âm	Nghĩa tiếng Việt	Ví dụ từ bài	Collocation
burgeoning	adj	/ˈbɜːdʒənɪŋ/	phát triển nhanh chóng	The burgeoning field of occupational neuroscience	burgeoning industry, burgeoning market
substrate	n	/ˈsʌbstreɪt/	nền tảng, chất nền	The intricate neurobiological substrates	neural substrate, biological substrate
elucidate	v	/ɪˈluːsɪdeɪt/	làm sáng tỏ	Advanced neuroimaging has elucidated specific neural circuits	elucidate mechanisms, elucidate the relationship
hypothalamic-pituitary-adrenal axis	n phrase	/ˌhaɪpəʊθəˈlæmɪk pɪˈtjuːɪtəri əˈdriːnl ˈæksɪs/	trục dưới đồi-tuyến yên-tuyến thượng thận	The HPA axis represents the body’s primary stress response system	HPA axis activation, dysregulated HPA axis
deleterious	adj	/ˌdeləˈtɪəriəs/	có hại	Chronic activation produces deleterious effects	deleterious impact, deleterious consequences
atrophy	n	/ˈætrəfi/	teo, suy thoái	Prolonged stress implicated in hippocampal atrophy	muscle atrophy, brain atrophy
dysregulation	n	/dɪsˌreɡjuˈleɪʃn/	rối loạn điều hòa	Dysregulation of neurotransmitter systems	immune dysregulation, emotional dysregulation
autonomic	adj	/ˌɔːtəˈnɒmɪk/	tự động, tự trị	The autonomic nervous system operates with the HPA axis	autonomic function, autonomic response
vasoconstriction	n	/ˌveɪzəʊkənˈstrɪkʃn/	sự co mạch	Sympathetic activation characterized by vasoconstriction	peripheral vasoconstriction, severe vasoconstriction
homeostatic	adj	/ˌhəʊmiəʊˈstætɪk/	cân bằng nội môi	Compromising homeostatic regulation	homeostatic mechanisms, homeostatic balance
neuroplasticity	n	/ˌnjʊərəʊplæˈstɪsəti/	tính dẻo thần kinh	Neuroplasticity offers both challenges and opportunities	brain neuroplasticity, enhanced neuroplasticity
amygdala	n	/əˈmɪɡdələ/	hạch hạnh nhân (não)	The amygdala exhibits hyperresponsivity in anxious individuals	amygdala activation, overactive amygdala
inhibitory	adj	/ɪnˈhɪbɪtəri/	ức chế	GABA is the brain’s primary inhibitory neurotransmitter	inhibitory control, inhibitory mechanisms
epigenetic	adj	/ˌepɪdʒəˈnetɪk/	thuộc về di truyền biểu sinh	Epigenetic mechanisms represent an increasingly recognized frontier	epigenetic changes, epigenetic modifications
upregulate	v	/ˌʌpˈreɡjuleɪt/	tăng cường điều hòa	Stress can upregulate stress-responsive genes	upregulate expression, significantly upregulate
glucocorticoid	n	/ˌɡluːkəʊˈkɔːtɪkɔɪd/	glucocorticoid (hormone)	Modifications to genes regulating the glucocorticoid receptor	glucocorticoid levels, glucocorticoid therapy
precipitate	v	/prɪˈsɪpɪteɪt/	gây ra, làm xảy ra	Chronic imbalance precipitates health impairment	precipitate a crisis, factors precipitate
procedural justice	n phrase	/prəˈsiːdʒərəl ˈdʒʌstɪs/	công bằng thủ tục	Procedural justice relates to fairness of decision-making	perceived procedural justice, organizational procedural justice

Chiến lược làm bài IELTS Reading hiệu quả cho chủ đề quản lý căng thẳng công sở

Kết bài

Chủ đề quản lý căng thẳng và lo âu tại nơi làm việc là một trong những chủ đề quan trọng và phổ biến trong IELTS Reading, phản ánh xu hướng hiện đại về sức khỏe tinh thần và năng suất lao động. Đề thi mẫu này đã cung cấp cho bạn trải nghiệm hoàn chỉnh với ba passages có độ khó tăng dần từ Easy (Band 5.0-6.5) qua Medium (Band 6.0-7.5) đến Hard (Band 7.0-9.0), bao phủ đầy đủ các dạng câu hỏi thường gặp trong kỳ thi thực tế.

Đáp án chi tiết kèm giải thích đã giúp bạn hiểu rõ cách xác định thông tin trong bài đọc, nhận biết paraphrase và áp dụng các kỹ thuật làm bài hiệu quả. Bộ từ vựng quan trọng được tổng hợp theo từng passage không chỉ giúp bạn nâng cao vốn từ vựng học thuật mà còn cung cấp các collocations hữu ích cho cả phần Writing và Speaking. Những ai quan tâm đến Digital literacy in the modern workplace sẽ thấy có nhiều điểm tương đồng về kỹ năng cần thiết trong môi trường làm việc hiện đại.

Để đạt kết quả tốt nhất, hãy thực hành đề thi này trong điều kiện thi thật với thời gian 60 phút, sau đó đối chiếu đáp án và phân tích kỹ những câu làm sai. Việc hiểu rõ nguyên nhân sai sót quan trọng hơn nhiều so với chỉ biết đáp án đúng. Đối với những ai đang tìm hiểu thêm về How to develop resilience in challenging times, nội dung về quản lý căng thẳng trong đề thi này sẽ cung cấp góc nhìn bổ ích về khả năng phục hồi trong môi trường áp lực cao.

Hãy nhớ rằng IELTS Reading không chỉ đánh giá khả năng đọc hiểu mà còn kiểm tra kỹ năng quản lý thời gian, tập trung và phân tích thông tin. Thực hành thường xuyên với các đề thi chất lượng như thế này sẽ giúp bạn xây dựng sự tự tin và đạt được band điểm mục tiêu. Chủ đề này cũng có mối liên hệ chặt chẽ với How to manage digital overload, vì cả hai đều liên quan đến việc quản lý áp lực trong thời đại công nghệ. Chúc bạn ôn tập hiệu quả và thành công trong kỳ thi IELTS sắp tới!