Alemu, Lakew (PhD)Yeshealem, Yilkal2022-06-212023-11-192022-06-212023-11-192022-04http://etd.aau.edu.et/handle/12345678/32098The major goal of this study was to see if career satisfaction had a mediating influence on the link between HRMP and employee turnover intentions at the National Bank of Ethiopia. A quantitative research approach employed to conduct the study, and structured questionnaires were adapted from previous research studies. The questionnaires were completed by 272 target respondents out of 279 totals. Explanatory research designs and descriptive and inferential statistics used to examine the relationship between the variables. The study's data was then analyzed using the Statistical Package for Social Science (SPSS) 25.0 statistical tool, which included a variety of statistical methodologies and test approaches (i.e. frequency distribution, correlation regression, ANOVA, t-test,). HRMP, Career satisfaction, and Employee Turnover Intention questionnaires were all collected using Likert scales, and their Reliability coefficients were 0.919, 0.880, and 0.937, respectively. In NBE, the levels of HRMP and career satisfaction were poor, although the level of employee turnover intention was modest. The Pearson correlation coefficient demonstrated that HRMP, Career satisfaction, and employee turnover intention have a substantial relationship. Career satisfaction partially mediates the association between HRMP and turnover intention, according to the results of the current study's path analysis. Regulatory agencies and NBE directors must place a high priority on employees' HRMPs in order to increase their career satisfaction and, as a result, reduce their intention to leave. Keywords: HRM Practices, Employees Turnover Intention, Career Satisfaction.enEmployees Turnover IntentionHRM PracticesThesis