Mở Bài
Chủ đề cân bằng giữa công việc và cuộc sống (work-life balance) trong mối liên hệ với sức khỏe tâm thần là một trong những đề tài xã hội đương đại xuất hiện thường xuyên trong IELTS Reading. Với xu hướng làm việc căng thẳng ngày càng gia tăng trong thế giới hiện đại, vấn đề này không chỉ có tính thời sự cao mà còn mang ý nghĩa sâu sắc đối với mỗi cá nhân.
Trong bài viết này, bạn sẽ được trải nghiệm một đề thi IELTS Reading hoàn chỉnh với ba passages được thiết kế theo đúng format của kỳ thi thực tế. Đề thi bao gồm passage dễ (Easy) phù hợp cho band 5.0-6.5, passage trung bình (Medium) dành cho band 6.0-7.5, và passage khó (Hard) thử thách các thí sinh mục tiêu band 7.0-9.0. Mỗi passage được kèm theo câu hỏi đa dạng với đầy đủ 40 câu theo chuẩn IELTS, đáp án chi tiết có giải thích, cùng bộ từ vựng quan trọng giúp bạn học tập hiệu quả.
Đề thi này phù hợp cho học viên từ band 5.0 trở lên muốn rèn luyện kỹ năng đọc hiểu, làm quen với format câu hỏi thực tế, và nâng cao vốn từ vựng học thuật về chủ đề sức khỏe tinh thần và phong cách sống hiện đại.
Hướng Dẫn Làm Bài IELTS Reading
Tổng Quan Về IELTS Reading Test
IELTS Reading Test kéo dài 60 phút và bao gồm 3 passages với tổng cộng 40 câu hỏi. Mỗi câu trả lời đúng được tính 1 điểm, không có điểm âm nếu trả lời sai. Độ khó của các passages tăng dần từ Passage 1 đến Passage 3, đòi hỏi thí sinh phải phân bổ thời gian hợp lý.
Phân bổ thời gian khuyến nghị:
- Passage 1: 15-17 phút (độ khó Easy)
- Passage 2: 18-20 phút (độ khó Medium)
- Passage 3: 23-25 phút (độ khó Hard)
Lưu ý rằng không có thời gian bổ sung để chép đáp án sang answer sheet, vì vậy bạn cần quản lý thời gian cẩn thận và ghi đáp án trực tiếp trong lúc làm bài.
Các Dạng Câu Hỏi Trong Đề Này
Đề thi mẫu này bao gồm các dạng câu hỏi phổ biến nhất trong IELTS Reading:
- Multiple Choice: Chọn đáp án đúng từ các phương án cho sẵn
- True/False/Not Given: Xác định thông tin đúng, sai hay không được nhắc đến
- Yes/No/Not Given: Xác định ý kiến của tác giả đồng ý, không đồng ý hay không đề cập
- Matching Headings: Nối tiêu đề phù hợp với từng đoạn văn
- Sentence Completion: Hoàn thành câu bằng từ trong bài đọc
- Summary Completion: Điền từ vào đoạn tóm tắt
- Matching Features: Nối thông tin với các đối tượng/người được đề cập
- Short-answer Questions: Trả lời câu hỏi ngắn bằng từ trong bài
IELTS Reading Practice Test
PASSAGE 1 – The Modern Work-Life Balance Crisis
Độ khó: Easy (Band 5.0-6.5)
Thời gian đề xuất: 15-17 phút
In the twenty-first century, the concept of work-life balance has become increasingly important as people struggle to manage the demands of their professional and personal lives. The term refers to the equilibrium between time spent at work and time devoted to family, friends, hobbies, and rest. When this balance is disrupted, individuals often experience stress, anxiety, and various mental health problems that can significantly affect their overall well-being.
Technological advancements have transformed the way we work, but they have also blurred the boundaries between our professional and personal lives. Smartphones, laptops, and constant internet connectivity mean that many employees are accessible to their employers 24 hours a day, seven days a week. This constant availability creates pressure to respond to work emails and messages outside normal working hours, making it difficult for people to disconnect from their jobs and truly relax. Studies have shown that employees who regularly check work communications during their personal time report higher levels of stress and lower job satisfaction.
The impact of poor work-life balance on mental health is substantial. Research conducted by the World Health Organization indicates that excessive working hours increase the risk of depression, anxiety disorders, and burnout. Burnout is a state of emotional, physical, and mental exhaustion caused by prolonged exposure to demanding work situations. People experiencing burnout often feel overwhelmed, emotionally drained, and unable to meet constant demands. They may also develop a sense of cynicism and detachment from their work, which further affects their mental health and job performance.
Many factors contribute to poor work-life balance in modern society. Economic pressures force some people to work multiple jobs or extended hours just to make ends meet. In competitive industries, there is often an unspoken expectation that employees should prioritize work above all else if they want to advance their careers. Some workplace cultures even glorify overwork, treating it as a badge of honor rather than recognizing it as a serious health risk. Additionally, the fear of job insecurity in uncertain economic times can make employees reluctant to set boundaries or take time off, even when they desperately need rest.
The consequences of neglecting work-life balance extend beyond individual mental health to affect families and relationships. Parents who work excessive hours have less time to spend with their children, which can impact family dynamics and child development. Relationships with partners and friends may also suffer when work consistently takes priority. Social connections are crucial for mental health, and when these relationships weaken due to work demands, people lose an important support network that helps them cope with stress.
Minh họa người làm việc căng thẳng và cân bằng công việc cuộc sống trong IELTS Reading
However, there is growing recognition of the importance of work-life balance, and some organizations are taking steps to address the problem. Progressive companies are implementing policies such as flexible working hours, remote work options, and mandatory vacation days. These measures acknowledge that well-rested, mentally healthy employees are more productive, creative, and committed to their work. Some countries have even introduced legislation to protect workers’ right to disconnect, making it illegal for employers to contact employees outside working hours except in genuine emergencies.
Individuals can also take steps to improve their own work-life balance. Setting clear boundaries between work and personal time is essential. This might mean turning off work notifications after a certain hour, creating a dedicated workspace at home that can be physically left at the end of the workday, or learning to say no to additional responsibilities when already overwhelmed. Prioritizing self-care activities such as exercise, adequate sleep, and hobbies helps build resilience against stress. Regular physical activity, in particular, has been proven to reduce symptoms of anxiety and depression while improving overall mental health.
Time management skills are also valuable for achieving better work-life balance. Planning and organizing tasks efficiently can help people accomplish their work responsibilities within reasonable hours, reducing the need for overtime. It is important to distinguish between urgent and important tasks, focusing energy on activities that truly matter rather than getting caught up in busy work that creates the illusion of productivity without meaningful results.
In conclusion, work-life balance is not a luxury but a necessity for maintaining good mental health in the modern world. As awareness of this issue grows, both employers and employees must work together to create environments where people can thrive professionally without sacrificing their personal well-being. The future of work must include not just economic productivity but also human sustainability, recognizing that people cannot perform at their best when they are exhausted, stressed, and disconnected from the other important aspects of their lives.
Questions 1-13
Questions 1-5: Multiple Choice
Choose the correct letter, A, B, C or D.
-
According to the passage, work-life balance refers to:
A) spending equal hours at work and at home
B) the equilibrium between professional and personal time
C) working only during normal business hours
D) separating work and family completely -
Technological advancements have made work-life balance more difficult because:
A) people have to learn new skills constantly
B) employees can be contacted by employers at any time
C) technology is too expensive for most workers
D) computers break down frequently -
The World Health Organization’s research shows that excessive working hours:
A) improve productivity
B) help people advance their careers
C) increase the risk of mental health problems
D) are necessary for economic success -
According to the passage, burnout is characterized by:
A) increased enthusiasm for work
B) better job performance
C) emotional and physical exhaustion
D) stronger workplace relationships -
Some companies are addressing work-life balance issues by:
A) requiring employees to work longer hours
B) implementing flexible working policies
C) reducing employee salaries
D) eliminating vacation time
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
- Employees who check work messages during personal time experience lower stress levels.
- Fear of losing their jobs prevents some workers from setting boundaries.
- All countries have introduced laws protecting workers’ right to disconnect.
- Children’s development can be affected when parents work excessive hours.
Questions 10-13: Sentence Completion
Complete the sentences below.
Choose NO MORE THAN TWO WORDS from the passage for each answer.
- Some workplace cultures treat overwork as a __ rather than a health concern.
- Social connections provide an important __ that helps people manage stress.
- Creating a __ at home can help separate work and personal life.
- People should focus on tasks that are truly __ rather than just busy work.
PASSAGE 2 – Psychological Mechanisms: How Work Stress Affects Mental Health
Độ khó: Medium (Band 6.0-7.5)
Thời gian đề xuất: 18-20 phút
The relationship between occupational stress and mental health is far more complex than simply feeling tired after a long workday. Neuroscientific research has revealed intricate biological pathways through which chronic work-related stress can fundamentally alter brain structure and function, leading to serious psychiatric conditions. Understanding these mechanisms is crucial for developing effective interventions to protect workers’ mental well-being in increasingly demanding professional environments.
When an individual encounters a stressful situation at work, the body initiates what is known as the stress response system. The hypothalamic-pituitary-adrenal (HPA) axis becomes activated, triggering the release of cortisol, often called the “stress hormone.” In acute situations, this response is adaptive and beneficial—it increases alertness, mobilizes energy, and enhances the ability to respond to challenges. However, when work stress becomes chronic and the HPA axis is constantly activated, cortisol levels remain elevated for extended periods. This dysregulation has profound consequences for mental health.
Persistent hypercortisolemia—chronically elevated cortisol levels—affects multiple brain regions that are critical for emotional regulation and cognitive function. The hippocampus, which plays a vital role in memory formation and emotional processing, is particularly vulnerable to high cortisol levels. Studies using neuroimaging techniques have demonstrated that individuals experiencing chronic work stress show reduced hippocampal volume, which correlates with increased susceptibility to depression and anxiety disorders. The prefrontal cortex, responsible for executive functions such as decision-making, impulse control, and emotional regulation, also shows structural and functional changes under conditions of prolonged stress.
Moreover, chronic stress affects neurotransmitter systems that regulate mood and motivation. Serotonin and dopamine, two neurotransmitters crucial for feelings of well-being and pleasure, become depleted with sustained stress exposure. This neurochemical imbalance manifests in symptoms characteristic of depression: low mood, anhedonia (inability to experience pleasure), reduced motivation, and impaired concentration. The inflammatory response triggered by chronic stress further exacerbates these effects. Recent research has established strong links between neuroinflammation and psychiatric disorders, suggesting that the immune system plays a previously underappreciated role in mental health.
The concept of allostatic load provides a comprehensive framework for understanding how work-related stress accumulates to damage mental health. Allostasis refers to the process by which the body maintains stability through change, constantly adjusting physiological systems to meet environmental demands. However, when these demands are excessive or prolonged, the body pays a price. Allostatic load is the cumulative wear and tear on biological systems resulting from chronic adaptation to stress. High allostatic load is associated with increased risk of numerous mental and physical health problems, including depression, anxiety, cardiovascular disease, and metabolic disorders.
Biểu đồ cơ chế tâm lý căng thẳng công việc ảnh hưởng sức khỏe tâm thần trong bài thi IELTS Reading
Individual differences in resilience to work stress depend partly on genetic factors but also on environmental and behavioral variables. Research on gene-environment interactions has shown that certain genetic variants affect how individuals respond to stress. For example, variations in genes regulating serotonin transmission influence vulnerability to depression when exposed to chronic stress. However, genetics is not destiny. Neuroplasticity—the brain’s ability to reorganize and form new neural connections—means that interventions can help reverse some of the damage caused by chronic stress.
The timing and nature of stress exposure also matter significantly. Stress experienced during critical developmental periods, such as childhood or adolescence, can have lasting effects on brain architecture and stress response systems, creating vulnerability to mental health problems in adulthood. This developmental perspective explains why some individuals appear more susceptible to work-related mental health issues than others—their stress response systems may have been sensitized by earlier adverse experiences.
Psychological factors mediate the relationship between objective work conditions and mental health outcomes. Two individuals in identical work situations may experience vastly different stress levels depending on their cognitive appraisal of the situation and their perceived coping resources. The demand-control-support model, developed by occupational health researchers, proposes that job strain results from the combination of high psychological demands, low decision latitude, and inadequate social support. Jobs characterized by this constellation of features are particularly hazardous for mental health.
Effort-reward imbalance represents another psychological mechanism linking work to mental health. When employees invest considerable effort but receive insufficient rewards—whether financial compensation, recognition, job security, or career advancement opportunities—they experience a state of distressed dissonance that elevates stress and increases risk of mental health problems. This imbalance violates fundamental principles of social reciprocity and threatens individuals’ sense of self-worth and control, which are protective factors for mental health.
The role of recovery in preventing stress-related mental health problems cannot be overstated. Recovery refers to the process through which psychological and physiological systems return to baseline levels after stress exposure. Effective recovery requires sufficient time away from work demands and engagement in activities that promote relaxation and restoration. However, when work-life boundaries are blurred and recovery opportunities are inadequate, the stress response system never fully deactivates, leading to the cumulative damage described by the allostatic load model.
Emerging research on chronobiology—the study of biological rhythms—adds another dimension to understanding work stress effects on mental health. Many workers face schedules that conflict with their natural circadian rhythms, such as night shifts or irregular hours. Circadian disruption affects not only sleep but also mood regulation, as many neurotransmitter systems follow circadian patterns. Shift workers show elevated rates of depression and other mental health problems, partly attributable to this biological desynchronization.
In conclusion, the mechanisms through which work-related stress affects mental health involve complex interactions among biological, psychological, and social factors. This biopsychosocial perspective has important implications for intervention strategies, suggesting that effective approaches must address multiple levels—from organizational policies that reduce excessive work demands, to individual strategies that enhance coping and recovery, to clinical treatments that target the neurobiological consequences of chronic stress.
Questions 14-26
Questions 14-18: Yes/No/Not Given
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
- The body’s stress response is always harmful to mental health.
- Chronic elevation of cortisol can cause physical changes in brain structure.
- Genetic factors completely determine an individual’s resilience to work stress.
- Two people in the same job may experience different stress levels.
- Night shift workers are more likely to develop mental health problems than day workers.
Questions 19-22: Matching Headings
The passage has eleven paragraphs (Paragraphs 1-11).
Choose the correct heading for paragraphs 4, 6, 8, and 10 from the list of headings below.
List of Headings:
- i. The importance of timing in stress exposure
- ii. Chemical messengers and mood regulation
- iii. Individual genetic variations in stress response
- iv. The concept of cumulative biological damage
- v. Workplace fairness and mental well-being
- vi. Brain regions affected by stress hormones
- vii. The role of rest in mental health protection
- viii. Biological clocks and shift work
- Paragraph 4
- Paragraph 6
- Paragraph 8
- Paragraph 10
Questions 23-26: Summary Completion
Complete the summary below.
Choose NO MORE THAN TWO WORDS from the passage for each answer.
The demand-control-support model suggests that mental health problems result from jobs with high demands, limited control, and insufficient 23. __. Another theory focuses on effort-reward imbalance, which occurs when workers make significant efforts but receive inadequate 24. __. This situation creates 25. __ that increases stress levels. For mental health protection, 26. __ is essential—the process that allows biological systems to return to normal after stress.
PASSAGE 3 – Organizational Interventions and Public Policy: Addressing Work-Life Balance at Systemic Levels
Độ khó: Hard (Band 7.0-9.0)
Thời gian đề xuất: 23-25 phút
The recognition that work-life balance significantly influences mental health has catalyzed a paradigm shift in how governments, organizations, and society conceptualize the relationship between employment and well-being. Moving beyond individualistic approaches that place the burden of balance solely on workers, contemporary discourse increasingly emphasizes systemic interventions and structural reforms that address the root causes of work-life conflict. This transformation reflects growing awareness that mental health is not merely a personal responsibility but a collective concern requiring coordinated action across multiple societal levels.
Legislative frameworks protecting workers’ temporal boundaries represent one critical avenue for systemic change. The European Union’s Working Time Directive, which limits working hours and mandates minimum rest periods, exemplifies regulatory approaches to safeguarding work-life balance. More recently, France’s “right to disconnect” legislation has garnered international attention by explicitly prohibiting employers from penalizing employees who fail to respond to work communications outside contracted hours. This legal innovation acknowledges that technological connectivity has created new forms of work encroachment on personal time that traditional labor regulations fail to address. Empirical evaluations of such policies suggest modest but meaningful improvements in workers’ mental health indicators, though implementation challenges and enforcement variability temper their effectiveness.
Beyond prescriptive regulations, governments can leverage fiscal instruments to incentivize family-friendly employment practices. Tax credits for companies implementing flexible work arrangements, subsidies for workplace wellness programs, and preferential procurement policies favoring firms with strong work-life balance records create economic motivation for organizational change. Scandinavian countries have pioneered comprehensive approaches integrating generous parental leave, subsidized childcare, and flexible work entitlements within broader social welfare systems. These multifaceted interventions have contributed to Scandinavia’s reputation for superior work-life balance and population mental health, though causality remains difficult to establish definitively given the confounding influence of cultural factors and broader institutional contexts.
At the organizational level, evidence increasingly supports primary prevention approaches that modify work conditions rather than merely treating symptoms of poor work-life balance. The job demands-resources model provides a theoretical foundation for such interventions, proposing that work environments should balance demands (which drain psychological resources) with resources (which enable coping and growth). Meta-analytic research synthesizing dozens of intervention studies demonstrates that reducing excessive job demands—through strategies such as workload management, role clarity enhancement, and elimination of unnecessary bureaucracy—yields significant mental health benefits. Conversely, augmenting job resources by increasing employee autonomy, providing skill development opportunities, and fostering supportive supervision relationships enhances both well-being and performance.
Organizational culture exerts perhaps the most powerful yet elusive influence on work-life balance. In environments where overwork is implicitly valorized and boundary-setting stigmatized, even well-designed policies may remain underutilized. Ethnographic studies reveal how subtle social cues—from supervisors emailing late at night to promotions consistently favoring those working longest hours—communicate normative expectations that override formal policies. Transforming such cultures requires sustained, multilevel efforts including visible leadership commitment, revision of performance evaluation criteria to deemphasize “presenteeism,” and cultivation of psychological safety that allows employees to prioritize their well-being without fear of career repercussions.
Sơ đồ chính sách tổ chức can thiệp cân bằng công việc cuộc sống trong đề thi IELTS Reading
The rise of flexible work arrangements (FWAs)—encompassing flextime, compressed workweeks, telecommuting, and job-sharing—represents one of the most widely adopted organizational strategies for facilitating work-life balance. Proponents argue that FWAs empower workers to align employment with personal circumstances, reducing work-family conflict and associated mental health strains. However, research findings present a more nuanced picture. While flexibility can indeed enhance well-being, outcomes depend critically on implementation quality and contextual factors. Boundary theory suggests that flexible arrangements may paradoxically worsen work-life balance when they enable work to pervade all life domains without corresponding protection of personal time. Studies document how telecommuting can lead to extended working hours and intensified work-family boundary ambiguity, particularly for workers lacking dedicated home office space or facing organizational expectations of constant availability.
The gender dimension of work-life balance interventions demands particular scrutiny. Despite ostensibly gender-neutral policies, utilization patterns often reflect and reinforce traditional gender roles. Men typically underutilize family leave and flexible arrangements due to career concerns and masculine workplace norms privileging work devotion. When work-life accommodations become implicitly gendered, they may inadvertently perpetuate occupational segregation and gender wage gaps while failing to alleviate women’s disproportionate burden of domestic labor. Transformative approaches require not merely offering accommodations but actively promoting their utilization by all genders and addressing underlying gender ideologies that link professional commitment with continuous availability.
Methodological limitations constrain definitive conclusions about intervention effectiveness. Most research employs cross-sectional designs that cannot establish causality, while the few longitudinal and experimental studies often suffer from selection bias, as organizations implementing work-life initiatives may differ systematically from those that do not. The heterogeneity of interventions and outcomes assessed across studies impedes synthesis and generalization. Moreover, publication bias toward positive findings may inflate apparent effect sizes. Rigorous evaluation requires quasi-experimental designs with appropriate comparison groups, extended follow-up periods, and validated mental health measures—standards rarely met in existing literature.
The economic case for work-life balance interventions rests on evidence linking employee well-being to organizational outcomes. Presenteeism—attending work while impaired by health problems—costs organizations more than absenteeism through reduced productivity and increased error rates. Mental health problems account for substantial presenteeism costs, which work-life balance interventions may mitigate. Additionally, positive work-life cultures enhance talent attraction and retention, particularly important given labor market competition for skilled workers. However, demonstrating return on investment remains challenging, as benefits may take years to materialize and attribution to specific interventions is difficult amid numerous confounding variables.
Emerging challenges complicate work-life balance in contemporary economies. The proliferation of precarious employment—characterized by temporary contracts, irregular schedules, and inadequate benefits—undermines work-life balance for growing segments of the workforce who lack access to protective regulations and organizational supports. The gig economy, enabled by digital platforms, offers flexibility that some workers value but often delivers temporal autonomy at the cost of income security and overwork as individuals juggle multiple engagements to earn adequate income. These developments suggest that traditional interventions premised on standard employment relationships may prove insufficient for addressing work-life challenges facing twenty-first-century workers.
The COVID-19 pandemic accelerated trends toward remote work, constituting a massive natural experiment in flexible arrangements. Initial evidence suggests complex effects: while eliminating commutes and enabling some workers to better integrate work and family responsibilities, pandemic-era remote work has also intensified workloads, extended working hours, and generated new stresses particularly for parents managing concurrent childcare and professional responsibilities. The heterogeneous experiences across socioeconomic strata, occupations, and family structures underscore that flexible work represents not a universal solution but a contextually contingent tool whose benefits depend on thoughtful implementation and complementary supports.
In conclusion, effectively addressing work-life balance and associated mental health implications requires multifaceted strategies spanning policy, organizational practice, and cultural transformation. While progress has been made, significant challenges remain—from enforcement of protective regulations to transformation of workplace cultures that valorize overwork, from designing truly flexible arrangements that empower rather than intensify work to ensuring equitable access across diverse workforce segments. Future advances depend on continued rigorous research elucidating effective intervention components, sustained advocacy pressing organizations and governments toward systemic reforms, and cultural evolution toward conceptions of productivity and success compatible with human flourishing.
Questions 27-40
Questions 27-31: Multiple Choice
Choose the correct letter, A, B, C or D.
-
According to the passage, contemporary approaches to work-life balance emphasize:
A) individual workers taking personal responsibility
B) systemic interventions and structural reforms
C) reducing the number of working hours only
D) eliminating technology from the workplace -
The “right to disconnect” legislation in France:
A) requires employees to work additional hours
B) increases employer control over employees
C) protects employees from being contacted outside work hours
D) has been proven completely effective -
Scandinavian countries’ approach to work-life balance includes:
A) only parental leave policies
B) mandatory overtime for all workers
C) a comprehensive integration of multiple policies
D) elimination of all flexible work arrangements -
Research on flexible work arrangements shows that:
A) they always improve work-life balance
B) outcomes depend on implementation quality
C) they are universally harmful
D) only women benefit from them -
The passage suggests that the COVID-19 pandemic’s effect on remote work has been:
A) entirely positive for all workers
B) uniformly negative across occupations
C) complex with heterogeneous experiences
D) irrelevant to work-life balance discussions
Questions 32-36: Matching Features
Match each research finding or concept (Questions 32-36) with the correct theory or model (A-G).
Write the correct letter, A-G.
Theories/Models:
- A) Job demands-resources model
- B) Boundary theory
- C) Working Time Directive
- D) Effort-reward imbalance
- E) Meta-analytic research
- F) Ethnographic studies
- G) Quasi-experimental designs
- Reveals how subtle social cues communicate workplace expectations
- Suggests balancing work demands with adequate resources
- Proposes that flexibility may allow work to invade personal life
- Demonstrates mental health benefits from reducing excessive demands
- Required for rigorous evaluation of interventions
Questions 37-40: Short-answer Questions
Answer the questions below.
Choose NO MORE THAN THREE WORDS from the passage for each answer.
- What term describes the situation where employees attend work while impaired by health issues?
- What type of employment is characterized by temporary contracts and irregular schedules?
- What does the passage call the digital-platform-enabled economy that offers flexibility?
- According to the passage, what requires coordination across policy, organizational practice, and culture?
Answer Keys – Đáp Án
PASSAGE 1: Questions 1-13
- B
- B
- C
- C
- B
- FALSE
- TRUE
- FALSE
- TRUE
- badge of honor
- support network
- dedicated workspace
- important
PASSAGE 2: Questions 14-26
- NO
- YES
- NO
- YES
- YES
- ii
- iii
- v
- vii
- social support
- rewards
- distressed dissonance
- recovery
PASSAGE 3: Questions 27-40
- B
- C
- C
- B
- C
- F
- A
- B
- E
- G
- Presenteeism
- precarious employment
- gig economy
- multifaceted strategies
Giải Thích Đáp Án Chi Tiết
Passage 1 – Giải Thích
Câu 1: B
- Dạng câu hỏi: Multiple Choice
- Từ khóa: work-life balance, refers to
- Vị trí trong bài: Đoạn 1, câu thứ 2
- Giải thích: Bài đọc định nghĩa rõ ràng “The term refers to the equilibrium between time spent at work and time devoted to family, friends, hobbies, and rest.” Đáp án B paraphrase chính xác định nghĩa này bằng cách dùng “equilibrium between professional and personal time”. Đáp án A sai vì không nhất thiết phải “equal hours”, đáp án C và D quá hạn chế.
Câu 2: B
- Dạng câu hỏi: Multiple Choice
- Từ khóa: technological advancements, more difficult
- Vị trí trong bài: Đoạn 2, câu thứ 2-3
- Giải thích: Đoạn văn nói rõ “Smartphones, laptops, and constant internet connectivity mean that many employees are accessible to their employers 24 hours a day.” Đây chính là đáp án B được paraphrase thành “contacted by employers at any time”.
Câu 6: FALSE
- Dạng câu hỏi: True/False/Not Given
- Từ khóa: check work messages, personal time, lower stress
- Vị trí trong bài: Đoạn 2, câu cuối
- Giải thích: Bài viết khẳng định “employees who regularly check work communications during their personal time report higher levels of stress”, trái ngược hoàn toàn với câu hỏi nói “lower stress levels”, nên đáp án là FALSE.
Câu 7: TRUE
- Dạng câu hỏi: True/False/Not Given
- Từ khóa: fear, losing jobs, setting boundaries
- Vị trí trong bài: Đoạn 4, câu cuối
- Giải thích: Bài đọc nói “the fear of job insecurity in uncertain economic times can make employees reluctant to set boundaries”, khớp chính xác với thông tin trong câu hỏi.
Câu 10: badge of honor
- Dạng câu hỏi: Sentence Completion
- Từ khóa: workplace cultures, overwork, health concern
- Vị trí trong bài: Đoạn 4
- Giải thích: Câu trong bài: “Some workplace cultures even glorify overwork, treating it as a badge of honor rather than recognizing it as a serious health risk.”
Câu 13: important
- Dạng câu hỏi: Sentence Completion
- Từ khóa: focus on tasks, truly, busy work
- Vị trí trong bài: Đoạn 8, câu cuối
- Giải thích: Bài viết nói “distinguish between urgent and important tasks, focusing energy on activities that truly matter”, đáp án là “important” (chỉ được dùng tối đa 2 từ).
Passage 2 – Giải Thích
Câu 14: NO
- Dạng câu hỏi: Yes/No/Not Given
- Từ khóa: stress response, always harmful
- Vị trí trong bài: Đoạn 2
- Giải thích: Tác giả nói rõ “In acute situations, this response is adaptive and beneficial”, nghĩa là stress response không phải lúc nào cũng có hại. Chỉ khi trở thành chronic stress mới gây hại. Do đó quan điểm “always harmful” mâu thuẫn với tác giả.
Câu 15: YES
- Dạng câu hỏi: Yes/No/Not Given
- Từ khóa: chronic elevation cortisol, physical changes, brain structure
- Vị trí trong bài: Đoạn 3
- Giải thích: Đoạn văn chỉ rõ “individuals experiencing chronic work stress show reduced hippocampal volume” và “prefrontal cortex also shows structural and functional changes”, cho thấy tác giả đồng ý với việc cortisol gây thay đổi cấu trúc não.
Câu 16: NO
- Dạng câu hỏi: Yes/No/Not Given
- Từ khóa: genetic factors, completely determine, resilience
- Vị trí trong bài: Đoạn 6
- Giải thích: Bài viết nói “depend partly on genetic factors but also on environmental and behavioral variables” và “genetics is not destiny”, nghĩa là gen chỉ là một phần, không hoàn toàn quyết định. Từ “completely” trong câu hỏi mâu thuẫn với quan điểm tác giả.
Câu 19: ii (Chemical messengers and mood regulation)
- Dạng câu hỏi: Matching Headings
- Vị trí trong bài: Đoạn 4
- Giải thích: Đoạn này tập trung vào neurotransmitters (serotonin và dopamine) và cách chúng ảnh hưởng đến mood, rõ ràng khớp với heading về “chemical messengers and mood regulation”.
Câu 23: social support
- Dạng câu hỏi: Summary Completion
- Từ khóa: demand-control-support model, high demands, limited control
- Vị trí trong bài: Đoạn 8
- Giải thích: Bài viết mô tả “high psychological demands, low decision latitude, and inadequate social support” là ba yếu tố trong model này.
Passage 3 – Giải Thích
Câu 27: B
- Dạng câu hỏi: Multiple Choice
- Từ khóa: contemporary approaches, emphasize
- Vị trí trong bài: Đoạn 1
- Giải thích: Đoạn đầu nói rõ “contemporary discourse increasingly emphasizes systemic interventions and structural reforms”, trùng khớp với đáp án B.
Câu 28: C
- Dạng câu hỏi: Multiple Choice
- Từ khóa: right to disconnect, France
- Vị trí trong bài: Đoạn 2
- Giải thích: Bài viết giải thích luật này “prohibiting employers from penalizing employees who fail to respond to work communications outside contracted hours”, nghĩa là bảo vệ nhân viên khỏi bị liên lạc ngoài giờ làm việc.
Câu 30: B
- Dạng câu hỏi: Multiple Choice
- Từ khóa: flexible work arrangements, research shows
- Vị trí trong bài: Đoạn 6
- Giải thích: Đoạn văn nói “outcomes depend critically on implementation quality and contextual factors”, tức kết quả phụ thuộc vào chất lượng triển khai, khớp với đáp án B.
Câu 32: F (Ethnographic studies)
- Dạng câu hỏi: Matching Features
- Vị trí trong bài: Đoạn 5
- Giải thích: Câu “Ethnographic studies reveal how subtle social cues…communicate normative expectations” khớp với mô tả trong câu hỏi 32.
Câu 37: Presenteeism
- Dạng câu hỏi: Short-answer Questions
- Từ khóa: attend work, impaired by health issues
- Vị trí trong bài: Đoạn 9
- Giải thích: Định nghĩa rõ ràng: “Presenteeism—attending work while impaired by health problems”.
Câu 40: multifaceted strategies
- Dạng câu hỏi: Short-answer Questions
- Từ khóa: coordination, policy, organizational practice, culture
- Vị trí trong bài: Đoạn cuối
- Giải thích: Câu kết luận: “effectively addressing work-life balance…requires multifaceted strategies spanning policy, organizational practice, and cultural transformation.”
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 | noun phrase | /wɜːk laɪf ˈbæləns/ | sự cân bằng công việc-cuộc sống | “the concept of work-life balance has become increasingly important” | achieve work-life balance, maintain work-life balance |
| equilibrium | noun | /ˌiːkwɪˈlɪbriəm/ | trạng thái cân bằng | “the equilibrium between time spent at work and time devoted to family” | maintain equilibrium, restore equilibrium |
| well-being | noun | /ˌwel ˈbiːɪŋ/ | sức khỏe và hạnh phúc tổng thể | “affect their overall well-being” | mental well-being, physical well-being, promote well-being |
| disconnect | verb | /ˌdɪskəˈnekt/ | ngắt kết nối, tách rời | “difficult for people to disconnect from their jobs” | disconnect from work, digitally disconnect |
| burnout | noun | /ˈbɜːnaʊt/ | kiệt sức, cạn kiệt năng lượng | “increase the risk of depression, anxiety disorders, and burnout” | experience burnout, prevent burnout, job burnout |
| overwhelmed | adjective | /ˌəʊvəˈwelmd/ | choáng ngợp, quá tải | “People experiencing burnout often feel overwhelmed” | feel overwhelmed, become overwhelmed |
| cynicism | noun | /ˈsɪnɪsɪzəm/ | sự hoài nghi tiêu cực | “develop a sense of cynicism and detachment from their work” | workplace cynicism, growing cynicism |
| glorify | verb | /ˈɡlɔːrɪfaɪ/ | tôn vinh, ca ngợi | “workplace cultures even glorify overwork” | glorify overwork, glorify long hours |
| crucial | adjective | /ˈkruːʃl/ | cực kỳ quan trọng | “Social connections are crucial for mental health” | crucial factor, crucial role, play a crucial part |
| resilience | noun | /rɪˈzɪliəns/ | khả năng phục hồi, sức bền | “helps build resilience against stress” | build resilience, develop resilience, emotional resilience |
| dedicated workspace | noun phrase | /ˈdedɪkeɪtɪd ˈwɜːkspeɪs/ | không gian làm việc riêng biệt | “creating a dedicated workspace at home” | set up a dedicated workspace |
| necessity | noun | /nəˈsesəti/ | nhu cầu thiết yếu | “work-life balance is not a luxury but a necessity” | absolute necessity, basic necessity |
Passage 2 – Essential Vocabulary
| Từ vựng | Loại từ | Phiên âm | Nghĩa tiếng Việt | Ví dụ từ bài | Collocation |
|---|---|---|---|---|---|
| neuroscientific | adjective | /ˌnjʊərəʊˌsaɪənˈtɪfɪk/ | thuộc về khoa học thần kinh | “Neuroscientific research has revealed intricate biological pathways” | neuroscientific evidence, neuroscientific approach |
| hypothalamic-pituitary-adrenal axis | noun phrase | /ˌhaɪpəθəˈlæmɪk pɪˈtjuːɪtəri əˈdriːnl ˈæksɪs/ | trục dưới đồi-tuyến yên-thượng thận | “The hypothalamic-pituitary-adrenal (HPA) axis becomes activated” | HPA axis activation, HPA axis dysregulation |
| cortisol | noun | /ˈkɔːtɪsɒl/ | cortisol (hormone căng thẳng) | “triggering the release of cortisol” | cortisol levels, elevated cortisol, cortisol secretion |
| dysregulation | noun | /dɪsˌreɡjuˈleɪʃn/ | rối loạn điều hòa | “This dysregulation has profound consequences” | hormonal dysregulation, emotional dysregulation |
| hypercortisolemia | noun | /ˌhaɪpəkɔːtɪsɒˈliːmiə/ | tình trạng cortisol tăng cao trong máu | “Persistent hypercortisolemia affects multiple brain regions” | chronic hypercortisolemia |
| hippocampus | noun | /ˌhɪpəˈkæmpəs/ | hồi hải mã (vùng não) | “The hippocampus, which plays a vital role in memory formation” | hippocampal volume, hippocampal function |
| neuroimaging | noun | /ˌnjʊərəʊˈɪmɪdʒɪŋ/ | chụp hình ảnh não bộ | “Studies using neuroimaging techniques have demonstrated” | neuroimaging techniques, neuroimaging studies |
| prefrontal cortex | noun phrase | /priːˈfrʌntl ˈkɔːteks/ | vỏ não trước trán | “The prefrontal cortex, responsible for executive functions” | prefrontal cortex activity, prefrontal cortex damage |
| neurotransmitter | noun | /ˌnjʊərəʊtrænsˈmɪtə(r)/ | chất dẫn truyền thần kinh | “chronic stress affects neurotransmitter systems” | neurotransmitter systems, neurotransmitter levels |
| serotonin | noun | /ˌserəˈtəʊnɪn/ | serotonin (chất dẫn truyền thần kinh) | “Serotonin and dopamine become depleted” | serotonin levels, serotonin transmission |
| anhedonia | noun | /ˌænhiˈdəʊniə/ | mất khả năng cảm nhận niềm vui | “anhedonia (inability to experience pleasure)” | experience anhedonia, severe anhedonia |
| neuroinflammation | noun | /ˌnjʊərəʊˌɪnfləˈmeɪʃn/ | viêm nhiễm thần kinh | “strong links between neuroinflammation and psychiatric disorders” | chronic neuroinflammation |
| allostatic load | noun phrase | /ˌæləˈstætɪk ləʊd/ | gánh nặng thích nghi | “The concept of allostatic load provides a comprehensive framework” | high allostatic load, cumulative allostatic load |
| neuroplasticity | noun | /ˌnjʊərəʊplæˈstɪsəti/ | tính dẻo thần kinh | “Neuroplasticity—the brain’s ability to reorganize” | brain neuroplasticity, neuroplasticity mechanisms |
| cognitive appraisal | noun phrase | /ˈkɒɡnətɪv əˈpreɪzl/ | đánh giá nhận thức | “depending on their cognitive appraisal of the situation” | cognitive appraisal process, stress appraisal |
Passage 3 – Essential Vocabulary
| Từ vựng | Loại từ | Phiên âm | Nghĩa tiếng Việt | Ví dụ từ bài | Collocation |
|---|---|---|---|---|---|
| paradigm shift | noun phrase | /ˈpærədaɪm ʃɪft/ | sự thay đổi mô hình tư duy | “has catalyzed a paradigm shift in how governments…conceptualize” | major paradigm shift, undergo a paradigm shift |
| systemic interventions | noun phrase | /sɪˈstemɪk ˌɪntəˈvenʃnz/ | can thiệp hệ thống | “contemporary discourse increasingly emphasizes systemic interventions” | implement systemic interventions |
| legislative frameworks | noun phrase | /ˈledʒɪslətɪv ˈfreɪmwɜːks/ | khung pháp lý | “Legislative frameworks protecting workers’ temporal boundaries” | establish legislative frameworks |
| encroachment | noun | /ɪnˈkrəʊtʃmənt/ | sự xâm lấn | “new forms of work encroachment on personal time” | work encroachment, prevent encroachment |
| empirical evaluations | noun phrase | /ɪmˈpɪrɪkl ɪˌvæljuˈeɪʃnz/ | đánh giá thực nghiệm | “Empirical evaluations of such policies suggest modest improvements” | conduct empirical evaluations |
| fiscal instruments | noun phrase | /ˈfɪskl ˈɪnstrəmənts/ | công cụ tài khóa | “governments can leverage fiscal instruments to incentivize” | utilize fiscal instruments |
| preferential procurement | noun phrase | /ˌprefəˈrenʃl prəˈkjʊəmənt/ | mua sắm ưu đãi | “preferential procurement policies favoring firms” | preferential procurement practices |
| multifaceted interventions | noun phrase | /ˌmʌltiˈfæsɪtɪd ˌɪntəˈvenʃnz/ | can thiệp đa diện | “These multifaceted interventions have contributed” | design multifaceted interventions |
| confounding influence | noun phrase | /kənˈfaʊndɪŋ ˈɪnfluəns/ | ảnh hưởng gây nhiễu | “given the confounding influence of cultural factors” | control for confounding influence |
| meta-analytic research | noun phrase | /ˌmetə ænəˈlɪtɪk rɪˈsɜːtʃ/ | nghiên cứu tổng hợp phân tích | “Meta-analytic research synthesizing dozens of intervention studies” | conduct meta-analytic research |
| ethnographic studies | noun phrase | /ˌeθnəˈɡræfɪk ˈstʌdiz/ | nghiên cứu dân tộc học | “Ethnographic studies reveal how subtle social cues” | qualitative ethnographic studies |
| psychological safety | noun phrase | /ˌsaɪkəˈlɒdʒɪkl ˈseɪfti/ | sự an toàn tâm lý | “cultivation of psychological safety that allows employees” | create psychological safety |
| presenteeism | noun | /ˌprezənˈtiːɪzəm/ | đi làm khi ốm đau | “Presenteeism—attending work while impaired by health problems” | workplace presenteeism, reduce presenteeism |
| boundary theory | noun phrase | /ˈbaʊndri ˈθɪəri/ | lý thuyết ranh giới | “Boundary theory suggests that flexible arrangements may paradoxically” | apply boundary theory |
| precarious employment | noun phrase | /prɪˈkeəriəs ɪmˈplɔɪmənt/ | việc làm bấp bênh | “The proliferation of precarious employment characterized by temporary contracts” | rise of precarious employment |
| gig economy | noun phrase | /ɡɪɡ ɪˈkɒnəmi/ | nền kinh tế việc làm tự do | “The gig economy, enabled by digital platforms” | gig economy workers, gig economy jobs |
| temporal autonomy | noun phrase | /ˈtempərəl ɔːˈtɒnəmi/ | quyền tự chủ về thời gian | “delivers temporal autonomy at the cost of income security” | provide temporal autonomy |
| heterogeneous experiences | noun phrase | /ˌhetərəˈdʒiːniəs ɪkˈspɪəriənsɪz/ | trải nghiệm không đồng nhất | “The heterogeneous experiences across socioeconomic strata” | acknowledge heterogeneous experiences |
Kết Bài
Chủ đề cân bằng công việc – cuộc sống và sức khỏe tâm thần là một đề tài cực kỳ quan trọng và thường xuyên xuất hiện trong IELTS Reading. Qua ba passages với độ khó tăng dần từ Easy đến Hard, bạn đã được trải nghiệm một bài thi IELTS Reading hoàn chỉnh với tổng cộng 40 câu hỏi đa dạng theo đúng format thi thực tế.
Passage 1 giới thiệu các khái niệm cơ bản về work-life balance và tác động của nó đến sức khỏe tâm thần, phù hợp cho học viên band 5.0-6.5 với từ vựng và cấu trúc câu tương đối đơn giản. Passage 2 đi sâu vào các cơ chế tâm lý và sinh học phức tạp hơn, yêu cầu khả năng hiểu và phân tích ở mức band 6.0-7.5. Cuối cùng, Passage 3 thảo luận về các can thiệp tổ chức và chính sách công ở cấp độ học thuật cao, thử thách các thí sinh hướng tới band 7.0-9.0.
Đáp án chi tiết kèm giải thích cụ thể giúp bạn không chỉ biết câu trả lời đúng mà còn hiểu rõ tại sao đó là đáp án chính xác, vị trí thông tin nằm ở đâu trong bài, và cách paraphrase được sử dụng. Bộ từ vựng được tổng hợp theo từng passage cung cấp những academic words quan trọng nhất mà bạn có thể áp dụng không chỉ trong Reading mà còn trong Writing và Speaking.
Hãy luyện tập đề thi này theo đúng thời gian quy định (60 phút) để mô phỏng điều kiện thi thật. Sau khi hoàn thành, hãy đối chiếu đáp án, phân tích những câu làm sai, và học kỹ từ vựng cùng cấu trúc ngữ pháp được highlight trong các passages. Sự kiên trì luyện tập với các đề thi chất lượng như thế này sẽ giúp bạn tự tin hơn và đạt được band điểm mục tiêu trong kỳ thi IELTS sắp tới.
