Job characteristics represent a multidimensional construct, which subsumes decision-making autonomy, task variety, and feedback from job as first-order factors. Jobs that are high in motivating potential must be also high on at least one of the three factors that lead to experienced meaningfulness and also must be high on both autonomy and feedback. However, when employees are not fully engaged in the organization, not happy and satisfied with their work, they are more likely to shift their passions to searching and connecting with potential employers. The study established the effect of job characteristics on turnover intentions in the banking sector in Nairobi City County in Kenya. The study adopted a cross sectional survey design. The target population of the study was 6,487 employees in the six banks in Nairobi City County. The study focused on the employees who were in middle level and top level management in the branches which totaled to 1,760. The study selected 326 respondents using Slovin’s formula and simple random sampling technique. Data was collected using questionnaires and analyzed using SPSS version 22 and STATA version 14 where an analysis of descriptive statistics, correlation and logistic regression analyses was done. Analyzed data was used to examine the relationship between pairs of variables and the effect of job characteristics on the turnover intentions. Logistic regression of coefficients results showed that Job Characteristics and Turnover Intention were negatively and significant related (β=-2.023, p=0.000). This implied that an additional unit of Job Characteristics decreases the probability of turnover intention by 2.023 points holding other factors constant. The study recommends for the management of the banks to lead the way in the design, measurement and evaluation of proactive workplace policies and practices that help attract and retain talent with skills and competencies necessary for growth and sustainability.