2023-11-16-Values_Value-2023年大型游戏行业就业调查报告_36页_3mb

报告摘要

2023 European Video Games Industry Employment Survey Summary

Introduction

This report presents data from a survey of 1610 respondents in the European video games industry, conducted by Values Value and InGame Job. The survey focuses on salaries, compensation trends, job satisfaction, and factors influencing employee loyalty. Data was collected between March and June 2023, grouped by regions: Europe (EU+UK+Switzerland) and Europe (Non-EU). The methodology includes median salary calculations, with responses cleaned for invalid entries.

Salary Data 2023

Junior-level Specialists: Regional median salaries vary, but no sufficient data for many fields was available.
Middle-level Specialists: In Europe (EU+UK+CH), medians range from €16,080 (QA/testing) to €36,900 (analytics) annually. Non-EU ranges from €16,800 to €29,000. Overall, EU+UK+CH salaries are higher by 5-30% compared to Non-EU.
Senior-level Specialists: Salaries range from €46,000 to €75,600 in EU+UK+CH (e.g., business development/sales at €84,000 for top management) and €30,000 to €62,568 in Non-EU.

Job Satisfaction

Satisfaction with current salary is generally higher in Non-EU countries despite lower salaries, indicating a focus on stability rather than pay. Satisfaction varies by role and level:
- Junior-equivalent roles show moderate satisfaction (e.g., 2.4-2.9 on a scale).
- Middle-level roles average higher satisfaction (e.g., 3.0-3.7).
- Senior-level specialists report the highest satisfaction (e.g., 3.6-4.2).

Compensations and Benefits

Financial Benefits: Includes bonuses like annual, profit share, and royalties, which positively impact Employee Net Promoter Score (eNPS). About 29% in Non-EU and 23% in EU report no significant financial bonuses.
Non-financial Benefits: Common benefits include health insurance, profit-sharing, training, and home office support. These contribute to higher loyalty, with eNPS influenced by perks such as excellent technical support and interest-free loans.

Employee Net Promoter Score (eNPS) and Loyalty

High eNPS is associated with companies like near-gaming services or product companies focusing on hardcore/casual games, with large teams (>500 people). Factors include balanced work arrangements (minimal unjustified overtime), project stability, and generous financial/non-financial incentives like royalties and profit-sharing. eNPS negatively impacted by monthly bonuses (e.g., negative eNPS) and low-loyalty environments.
Overtime frequency: Satisfied employees often have 1-2 weekly instances. Remote work is more common in Non-EU, while hybrid models see moderate loyalty.

Portrait of the "Ideal" Company

Ideal companies: Near-gaming services or product firms with >500 employees, working on hardcore/midcore/casual genres. They avoid excessive overtime, offer salary-linked incentives (royalties, profit share), and provide excellent work conditions like home office support, training, and resort events.

Gender and Compensation

Gender distribution: Similar proportions of male (60%) and female (25+) respondents in both regions, with other groups underrepresented. Females earn less than males across all levels, with the gap widening at higher expertise. Desired salaries are also lower for females. Notable exceptions include Marketing roles in Non-EU.

Work Arrangement Trends

Remote work is prevalent in Non-EU, while in EU+UK+CH, office-based work dominates (hybrid adopted by 30%). AI adoption is higher in marketing, product, and publishing companies, with lower use in outsourcing and indie sectors.

AI Adoption and Impact

AI is used by about 40% in EU+UK+CH and similar rates in Non-EU. It does not show clear salary impacts but varies by role and company type.

Key Takeaways Summary

Middle-level analysts have high salaries in major markets. Job satisfaction outweighs pay in Non-EU due to stability. Companies should offer incentives like profit-sharing and good work environments to boost loyalty. The ideal company includes large, specialized firms with fair compensation and remote-friendly setups. Addressing the gender pay gap requires better representation and negotiation support.