When people who adhere to tax morality act in a situation where there is no sense of risk, no acceptance of the government, or no environment conducive to tax compliance, it is easier to see how they are motivated to do so. Tax morality is also known as the ethics of compliance. It is the independent cause that motivates a positive tax behaviour. Employees’ religious beliefs may impact their ideas and actions in organizational life, just as individuals’ attitudes, values, emotions, abilities, and behaviours influence their thoughts and actions at work. Religion can positively influence a worker’s loyalty, morale, and communication. In this context, the research seeks to determine whether religiosity and religion may have an effect on tax morale, examining whether an individual’s religiosity reduces tax evasion and increases the degree of tax morale. Using machine learning variable selection techniques appropriate for categorical variables, we have used the dataset of the Joint EVS/WVS 2017-2020 (European Value Survey/World Value Survey), allowing for comparisons of tax morality in more than 79 nations globally (chi-squared and mutual information). The empirical findings showed that the most important aspects of religiosity, such as religious denomination, belief in God, and the significance of God, along with the degree of trust placed in other religions and churches, have a considerable positive impact on the level of tax morale. Another significant conclusion relates to how much people feel the government is responsible, how much they care about their nation, and how satisfied they are with the political system—findings that have been shown to boost employee morale. The following are a person’s primary traits that indicate their financial morale: an adult above the age of 25, a full-time worker or retired person, married, and living alone. Therefore, employees that are morally upright, trustworthy, diligent, and committed to the workplace values of justice and decency raise morale generally and improve an organisation’s success. A business may enhance its reputation and help to secure its long-term success by establishing behavioural policies.

This paper reviews and categorises research on the intersection of religion, ethnicity, and employment, emphasising the experiences of minority groups and women. Research conducted over the past three decades indicates that minority groups face higher unemployment rates and lower chances of promotion compared to majority groups. However, religion and ethnicity can positively influence job satisfaction and productivity and encourage entrepreneurship. For this research, 203 documents from the Web of Science were analysed from 1993 to 2024. The goal was to gain a historical perspective on how religion and ethnicity affect employability. The method used was bibliometric analysis conducted with the R package. The empirical findings revealed that labour market outcomes are related to managing ethnic and religious identities, implying the need for situation-specific policies for inclusion and equality. This paper systematically reviews existing knowledge on religion, ethnicity, and employment by analysing the literature. Based on the evidence, recommendations for future research and policymaking are provided.

This study explores the factors affecting employability among the general population within the European Union by analysing how socio-demographic traits, household situations, and mainstream attitudes towards Roma communities influence labour market outcomes. Using microdata from Eurobarometer 91.4 (2019), the analysis incorporates descriptive statistics, non-parametric tests, and binary logistic regression, complemented by probit regression and linear discriminant analysis as robustness checks.Findings show that older individuals, married respondents, and those in larger households are more likely to be employed, while financial hardships, rural living, and early career changes decrease these chances. Gender disparities still favour men. Attitudinal factors also play a significant role: limited contact with Roma people, low awareness of Roma in schools, and uncertainty about discrimination are linked to poorer employment prospects, whereas integrated labour market participants exhibit higher social distance regarding minority political representation, suggesting a complex socio-political cleavage. The study concludes that labour-market integration depends not only on structural elements but also on social visibility and intergroup familiarity, highlighting the need for policies that address both economic barriers and societal perceptions within the majority population.