The bank sector in Nigeria has identified job satisfaction, job stress, organisational identification, organisational commitment, organisational justice, and leader-member exchange as factors influencing turnover intentions. This study's importance helps reduce employee turnover, increase satisfaction and commitment, enhance leaders-member exchange relationships and minimise the job stress bank employees encounter. This study helps investigate the factors influencing turnover intentions in the Nigerian banking sector. Simple random sampling with 5 Likert scales was adopted to collect respondents' data. Out of 220 questionnaires distributed to the bank employees, 197 questionnaires were received with an 89.6% success rate of 89.6%. Therefore, the sample size of this study is 197, which met the statistical criteria required in this study. This study explores descriptive statistics, exploratory factor analysis, normality of data, reliability, correlation and regression analysis. This study confirmed a significant relationship between job satisfaction, job stress, organisational identification, organisational commitment, organisational justice, leader-member exchange, and turnover intentions in the Nigerian banking sector. Therefore, reducing the factors tends to reduce employees seeking job alternatives. Future research needs to explore the effect of employee demographic profiles on turnover intention in the Nigerian banking sector