Banks in Jordan are facing a crisis related to their employees, where it has recently become clear that employees are leaving their jobs in increasing numbers. Thus, this study examined the impact of the human resources management (HRM) practices (compensation, performance appraisal, promotion, and training & development) on employee's turnover intention and the mediating role of career satisfaction. The survey questionnaire was gathered from 394 employees located in 25 banks in Jordan. The study used PLS-SEM to get the results and examine the hypotheses. The findings indicate that HRM practices (compensation, performance appraisal, promotion, and training & development) negatively impact employees' turnover intention, and career satisfaction partially mediated the relationship between HRM practices (compensation, performance appraisal, promotion, and training & development) and employee's turnover intention. The study recommends that banks in Jordan provide a high compensation, fair performance appraisal, fast promotion systems, sufficient training & development program and high level of career satisfaction to maintain the human element and reduce the employees' turnover intention. Future studies may include other practices such as employee empowerment, teamwork, employment security information sharing, and job description.

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Employee empowerment is one of the most effective techniques to increase employee productivity and optimal use of capacities and capabilities of individual and group in line with organizational objectives. Empowerment is a process that helps to improve continuous performance of people and teams by development and expand their authority and ability. In other words, an empowerment is strategy of organizational development and prosperity. In this paper by a practical approach to concept of employees empowerment is explained its dimensions of the structural and behavioral. Historical background, definitions, factors and dimensions of empowerment are issues that dealt with this paper.