The purpose of the study was to examine the effect of job satisfaction on employees' turnover intention with job satisfaction dimensions of payment, promotion, nature of work, supervision and achievement. The researcher adopted explanatory research design to explain, understand and predict the cause and effect relationship between variables. The target populations under study were 805 employees from 12 purposively selected branches. In order to gather primary data from the respondent a self-administered questionnaire applied for the study. Among the total population 267 employees were randomly selected out of which 250 questionnaires returned. Data analyzed by using descriptive statistics that includes percentages, frequency distribution tables. Correlation analysis also used in this study to test the relation between dependent (Job satisfaction) and independent (Turnover Intention) variables. The finding of the study showed that, all job satisfaction variables have negative relationship or correlation with employees' turnover intention. Furthermore, the result of multiple linear regression variables like payment, promotion, and nature of work has negative and statistically significant effect on employee's turnover intention. On the other hand, the impact of supervision and achievement has showed statistically insignificant effect on employee's turnover intention. Based on the findings of the study recommendations forwarded for management of the bank to continuously examine and improve the existing HR policy and procedure on Payment, promotion opportunity and nature of the work that may guarantee continuous satisfaction of employees and to keep them retained in the bank.