Job satisfaction and turnover intention have received a lot of research interest in relations to how management can encourage their employees. These interests may vary due to different perceptions on how employees should be managed in the organization. In the banking sector, employees are seen as key factors for growth and sustainability. Therefore, emphasis is made on how employees are managed in the organization as it has an effect on the outcome or behavioural attitudes that they exhibit in the organization. Although, a lot has been put in place to enhance employee behaviour and attitude in the organization, however, there still exist issues in the area of employee relationship management which often lead to low job satisfaction and high degree of turnover intention. Employee commitment is important because employees who are committed to their organisations are less likely to resist change or engage in activities against the success of the organisation (Bozionelos, Kostopoulos, Van Der Heijden, Rousseau, Hoyland & Mikkelsen, 2016). In the current world economy, steady economic change continually needs employee's support to ensure implementation of certain tasks and activities. Most organisations have realized that employee outcomes such as trust, leadership, employee involvement are significant in determining the success of the organisation (Craig, Allen, Reid, Riemenschneider & Armstrong, 2013). Therefore, it is important for employers and managers to prevent employees from underperforming and encourage their best effort in carrying out their duties. In Nigeria, employee outcomes are critical issues that require the attention of organizational managers and other stakeholders involved. Aremu (2013) observed that poor attitude to work often, is a reflection of lack of job satisfaction leading to poor performance as perceived by

Leadership is a relevant concept in various aspects of the society including business, academics, family, community, religious and politics up to national level and indeed international levels. It is said to be a major determinant of success of a group, business organization and even the entire country and therefore is the most important factor in society since it is seen as the life-wire on which any organization hangs on for effective performance. Leadership plays a very important role in the Human Resources Management practices of any organization. Transformational leaders in HRM inspire followers to accomplish more by influencing the followers to align their values with the values of the organization. This paper concludes that leadership is central determining the tone, culture and performance of the organization and also accounts for achieving organizational objectives since the Human Resources is the most valuable asset of every business organization