Employees　have　their　own　understandings　of　corporate　social　responsibility　(CSR)　motives.　This　study　investigated　whether　employees＇　different　perceptions　of　CSR　motives,　including　substantive　CSR　attribution　and　symbolic　CSR　attribution,　influence　their　work　attitudes,　job　satisfaction,　and　turnover　intention.　Moreover,　we　explore　the　mediating　role　of　person-organization　fit　in　the　relationships　among　CSR　attribution,　job　satisfaction,　and　turnover　intention.　We　collected　687　responses　for　an　overall　response　rate　of　16%.　The　results　of　structural　equation　model　(SEM)　analyses　show　that　substantive　CSR　attribution　decreases　employee　turnover　intention　and　that　symbolic　CSR　attribution　increases　employee　turnover　intention.　Based　on　these　results,　we　provide　relevant　theoretical　and　managerial　implications.