The study implemented Explanatory research design to identify and evaluate the determinant ofrnturn over intention. Both mixed research approaches were used to collect data through thernutilization of a questionnaire and interviews respectively. The respondents were randomlyrnselected from Head office of Development Bank of Ethiopia and branches held at Addis Ababa. Arntotal of 173 respondents have participated in the study. To generate the output of the studyrnresults the statistical software version 26.0 was used. The variables used in the study were JobrnEngagement, Organizational Commitment, Employees perception of commitment, Jobrnsatisfaction; person organization fit and job stress. The collected data were analyzed by usingrndescriptive statistics analysis and logistic regression analysis. Based on the result of analysis thernresearcher concludes that Job Engagement, Organizational Commitment, Employees perceptionrnof commitment has a significant and negative effect on intention to leave. Whereas, jobrnsatisfaction, person organization fit and job stress were insignificant negative and positive effectrnon the employeesâ€™ intention to leave. The study recommended that the Bank should proactivelyrnwork towards increase Job Engagement, Organizational Commitment, Employees perception ofrncommitment by put in place the current Bank practices into the HR policy and implementrnaccordingly. To reduce intention to leave, the bank shall have employees maintaining strategiesrnand should have a culture of periodic assessment in respect of their employee desire andrnaccordingly making revision of HR policy. Also there should be a constant communicationrnbetween top management and all employees of the Bank to understand employeesâ€™ perceptionrnand to maintain committed employees and to achieve the strategic goal of the Bank.