Human Resource Capital is the most integral part of any organization. Retention of human resources is a critical issue these days. Keeping in view the importance of human capital and its retention, present study aimed to explore the impact of two strong predictors, job satisfaction and organizational commitment, on turnover intentions of employees in banking sector of Pakistan. 250 Survey questionnaires are distributed through convenience sampling in Islamic and Conventional banks to elicit responses of professionals among which 207 questionnaires are returned and used for analysis. Linear regression analysis is conducted to recognize the impact of job satisfaction and organizational commitment on turnover intentions. Findings reveal surprisingly contradictory results from previous studies. Job Satisfaction and organizational commitment are having very negligible impact on turnover intentions. However, similar to previous studies both job satisfaction and organizational commitment are negatively correlated with turnover intentions. The study discovered that turnover intentions of employees in banking sector of Pakistan depend on various other factors too. Results reveal that although students are not much satisfied neither they are much committed with the organization but still they have minimal intention towards leaving the organization. Results are surprising but the paradox can be understood by keeping in view few demographics of respondents as well as the economic condition of the country. The study has significant decision-making suggestions for banks that they are urgently required to look for those critical influential factors that largely affect the turnover intentions of their employees. In addition, banks also need to apply measures to enhance the job satisfaction and organizational commitment of their valuable employees in order to gain sustainable competitive advantage by making them more efficient and productive.