Review of Economics and Development Studies, Vol. 7 (1) 2021, 51-61 51 Turnover Intentions and its Drivers: A Study of Banking Sector Malka Liaquat a , Mohsin Ali b , Aisha Khursheed c , Qurat ul Ain d a Assistant Professor, Institute of Management Science, The Women University, Multan, Pakistan Email: malka.liaquat@wum.edu.pk b Lecturer, Management Sciences, National University of Modern Languages, Multan, Pakistan Email: mohsin.ali@numl.edu.pk c Lecturer, Business Administration, University of Education, Multan, Pakistan d Lecturer, Business Administration, Foundation University Rawalpindi, Pakistan ARTICLE DETAILS ABSTRACT History: Accepted 07 March 2021 Available Online March 2021 The current study aims to explore factors which influence perceptions of employees and shape their intentions to leave the organization. It utilizes psychological factors that serve as baseline for turnover intentions. Data of 404 employees were taken from banking sector and evaluated through structural equation modeling in AMOS. Results reveal interesting insights identifying intrinsic rewards as significant factor in countering the turnover intentions whereas, justice perception and organizational support do not play direct role in shaping employees perceptions. Results carry managerial and practical guidelines that can be useful for organizations for creating a strategic taskforce. © 2021 The authors. Published by SPCRD Global Publishing. This is an open access article under the Creative Commons Attribution- NonCommercial 4.0 Keywords: Intrinsic Rewards, Psychological Contract, Informational justice, Perceived Organizational Support, Turnover Intentions JEL Classification: J32, J39, D63, D23, D29 DOI: 10.47067/reads.v7i1.321 Corresponding author’s email address: malka.liaquat@wum.edu.pk 1. Introduction (Devi and Pojitha, 2012) state that organizations use its human resource as an important tool to compete and win from its competitors. According to Becker & Gerhart (1996), organization is about not only technology, infrastructure or machinery rather it is about its people, such strategic assets are not easily tradeable, and organizations should be conscious towards these resources as they limited and not conveniently accessible. (Budhwar & Debrah, 2009) identified that remarkable progress has been made in the realm of human resource; however, it still faces different challenges in different economies and needs to be explored. (Santhanam, Kamalanabhan, Dyaram, & Ziegler, 2017) state how employees attitude is reflected towards its organizations comes through its subjective assessment of its organization. If an employee perceive the organization is not supporting not being fair in its processes can built a negative feeling