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