Read the following passage and mark the letter A, B, C, or D on your answer sheet to indicate the correct answer to each of the questions.
Political and family values within society have impacted upon the modern family structure. Traditionally, it has been the man’s role to be the breadwinner for the family– providing the funds to pay for food and shelter.
However, due to the many new and unique responsibilities placed upon families, in numerous cases both men and women– fathers and mothers– have had to enter the workforce. Generally, the reasons for both being involved in the workforce revolve around the need to add to the family’s current financial base. To a lesser extent, the need to interact with “adults” in a stimulating work environment is another popular reason. Whatever their reasons, for many families, the decision for father and mother to go out of home and join the labour force has led to a number of side effects within the home which, in turn, impact upon their performance as employees.
Many researchers agree that attitudes towards work are carried over into family life. This spillover can be positive or negative. Positive spillover refers to the spread of satisfaction and positive stimulation at work resulting in high levels of energy and satisfaction at home. If the amount of research is to be taken as an indication, it would seem that positive spillover is not a dominant occurrence in the workplace with most research focusing on the effects of negative spillover. Often pointing out the incompatible nature of work and family life, the research focuses on problems and conflict at work which has the effect of draining and preoccupying the individual, making it difficult for him or her to participate fully in family life.
Social scientists have devised a number of theories in an attempt to explain the work–family dynamic.
Compensation theory is one which has been widely used. It assumes that the relationship between work and family is negative by pointing out that high involvement in one sphere– invariably the work sphere– leads to low involvement in the other. As an individual advances within a career, demands typically fluctuate from moderate to more demanding and if the advancing worker has younger children, this shift in work responsibilities will usually manifest itself in the form of less time spent with the family. Researchers subscribing to this theory point out that the drain on family time is significantly related to work–family conflict with an escalation in conflict, as the number of families increase.
According to the passage, positive spillover ______________.
A. is only a positive attitude toward work
B. is the conflict at work
C. refers to the spread of satisfaction at work resulting in high levels of satisfaction at home
D. assumes that the relationship between work and family is negative
C
Theo đoạn văn, sự lan tràn tích cực __________
A.chỉ là thái độ tích cực với công việc
B.là mẫu thuẫn trong công việc
C.chỉ sự lan tỏa sự hài lòng trong công việc dẫn đến mức độ cao của sự hài lòng lúc ở nhà
D.giả sử rằng mối quan hệ giữa công việc và gia đình là tiêu cực
Dẫn chứng: “Positive spillover refers to the spread of satisfaction and positive stimulation at work resulting in high levels of energy and satisfaction at home.”
Tạm dịch: Sự lan tỏa tích cực liên quan đến sự lây lan của sự hài lòng và kích thích tích cực trong công việc dẫn đến mức độ về sức lực và sự hài lòng cao ở nhà.
=>Đáp án C
Dịch bài
Các giá trị chính trị và gia đình trong xã hội đã ảnh hưởng đến cấu trúc gia đình hiện đại. Theo truyền thống, vai trò của người đàn ông là người trụ cột gia đình - cung cấp ngân quỹ để chi trả lương thực và chỗ ở. Tuy nhiên, do nhiều trách nhiệm mới và đặc biệt được đặt lên gia đình, trong nhiều trường hợp cả nam giới và phụ nữ - cha và mẹ - phải tham gia lao động. Nhìn chung, lý do để cả hai tham gia vào lực lượng lao động xoay quanh nhu cầu bổ sung vào nền tảng tài chính hiện tại của gia đình. Ở mức độ thấp hơn, nhu cầu tương tác với "người lớn" trong một môi trường làm việc hào hứng là một lý do phổ biến khác. Bất kể lý do của họ, đối với nhiều gia đình, quyết định của cha mẹ ra khỏi nhà và tham gia vào lực lượng lao động đã dẫn đến một số tác động phụ trong nhà, cái mà ngược lại lại ảnh hưởng đến năng suất của họ trong vai trò nhân viên. Nhiều nhà nghiên cứu đồng ý rằng thái độ đối với công việc được đưa vào đời sống gia đình. Sự lan truyền này có thể là tích cực hoặc tiêu cực. Sự lan tỏa tích cực liên quan đến sự lây lan của sự hài lòng và kích thích tích cực trong công việc dẫn đến mức độ về sức lực và sự hài lòng cao ở nhà. Nếu số lượng nghiên cứu được đưa ra như là một chỉ dẫn, có vẻ như sự lan tỏa tích cực không phải là một sự xuất hiện chiếm ưu thế tại nơi làm việc với hầu hết các nghiên cứu tập trung vào những ảnh hưởng của sự lan tỏa tiêu cực. Thường thì chỉ ra bản chất không tương thích của công việc và cuộc sống gia đình, nghiên cứu tập trung vào các vấn đề và mâu thuẫn trong công việc mà có ảnh hưởng của việc cạn kiệt và bận tâm cá nhân, gây khó khăn cho chồng hoặc vợ tham gia đầy đủ vào cuộc sống gia đình.
Các nhà khoa học xã hội đã đưa ra một số lý thuyết nhằm giải thích sự năng động của gia đình – công việc. Lý thuyết đền bù là một thứ đã được sử dụng rộng rãi. Nó giả định rằng mối quan hệ giữa công việc và gia đình là tiêu cực bằng cách chỉ ra rằng sự tham gia cao trong một lĩnh vực - luôn là lĩnh vực làm việc - dẫn đến sự liên quan thấp trong lĩnh vực kia. Một cá nhân tiến bộ trong sự nghiệp, nhu cầu thường dao động từ trung bình đến đòi hỏi nhiều hơn và nếu người lao động tiến bộ có con nhỏ hơn, sự thay đổi trong trách nhiệm làm việc này thường biểu hiện dưới dạng ít thời gian hơn dành cho gia đình. Các nhà nghiên cứu đồng ý theo lý thuyết này chỉ ra rằng sự cạn kiệt thời gian gia đình có liên quan đáng kể đến xung đột giữa công việc và gia đình với sự leo thang xung đột khi số lượng gia đình gia tăng.
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Political and family values within society have impacted upon the modern family structure. Traditionally, it has been the man’s role to be the breadwinner for the family– providing the funds to pay for food and shelter.
However, due to the many new and unique responsibilities placed upon families, in numerous cases both men and women– fathers and mothers– have had to enter the workforce. Generally, the reasons for both being involved in the workforce revolve around the need to add to the family’s current financial base. To a lesser extent, the need to interact with “adults” in a stimulating work environment is another popular reason. Whatever their reasons, for many families, the decision for father and mother to go out of home and join the labour force has led to a number of side effects within the home which, in turn, impact upon their performance as employees.
Many researchers agree that attitudes towards work are carried over into family life. This spillover can be positive or negative. Positive spillover refers to the spread of satisfaction and positive stimulation at work resulting in high levels of energy and satisfaction at home. If the amount of research is to be taken as an indication, it would seem that positive spillover is not a dominant occurrence in the workplace with most research focusing on the effects of negative spillover. Often pointing out the incompatible nature of work and family life, the research focuses on problems and conflict at work which has the effect of draining and preoccupying the individual, making it difficult for him or her to participate fully in family life.
Social scientists have devised a number of theories in an attempt to explain the work–family dynamic.
Compensation theory is one which has been widely used. It assumes that the relationship between work and family is negative by pointing out that high involvement in one sphere– invariably the work sphere– leads to low involvement in the other. As an individual advances within a career, demands typically fluctuate from moderate to more demanding and if the advancing worker has younger children, this shift in work responsibilities will usually manifest itself in the form of less time spent with the family. Researchers subscribing to this theory point out that the drain on family time is significantly related to work–family conflict with an escalation in conflict, as the number of families increase.
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Political and family values within society have impacted upon the modern family structure. Traditionally, it has been the man’s role to be the breadwinner for the family– providing the funds to pay for food and shelter.
However, due to the many new and unique responsibilities placed upon families, in numerous cases both men and women– fathers and mothers– have had to enter the workforce. Generally, the reasons for both being involved in the workforce revolve around the need to add to the family’s current financial base. To a lesser extent, the need to interact with “adults” in a stimulating work environment is another popular reason. Whatever their reasons, for many families, the decision for father and mother to go out of home and join the labour force has led to a number of side effects within the home which, in turn, impact upon their performance as employees.
Many researchers agree that attitudes towards work are carried over into family life. This spillover can be positive or negative. Positive spillover refers to the spread of satisfaction and positive stimulation at work resulting in high levels of energy and satisfaction at home. If the amount of research is to be taken as an indication, it would seem that positive spillover is not a dominant occurrence in the workplace with most research focusing on the effects of negative spillover. Often pointing out the incompatible nature of work and family life, the research focuses on problems and conflict at work which has the effect of draining and preoccupying the individual, making it difficult for him or her to participate fully in family life.
Social scientists have devised a number of theories in an attempt to explain the work–family dynamic.
Compensation theory is one which has been widely used. It assumes that the relationship between work and family is negative by pointing out that high involvement in one sphere– invariably the work sphere– leads to low involvement in the other. As an individual advances within a career, demands typically fluctuate from moderate to more demanding and if the advancing worker has younger children, this shift in work responsibilities will usually manifest itself in the form of less time spent with the family. Researchers subscribing to this theory point out that the drain on family time is significantly related to work–family conflict with an escalation in conflict, as the number of families increase.
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