Abstract: Career management is a very important, sensitive and a key factor for both employer and employee. Because both want to grow, develop and successful in present and future as well. Along with career management turnover intention is also a point of concern for employer and employees. Turnover intention is increasing day by day in top talented employees and in organizations as well. Both the factors career management and turnover intention are always keep in the consideration of the researchers. The present study was aimed at understanding the concept of individual career management and organizational career management in the context of Malaysian banking sector. Literature supports the concept that individual career management and organizational career management are interlinked concepts and it has the linkage with the turnover intention as well. Banking sector the world over is facing the issue of employee turnover and Malaysian banking sector is no exception. Therefore, the present study is aimed at exploring to deal with this burning issue with the help of career management practices and its impact on turnover intention. Data was analyzed by using PLS-SEM. The results of the study have important implications for the banks to deal effectively with the existing problem of employee turnover. Overall the proposed model of this study shows high explanatory power in understanding the concepts of career management to reduced turnover intention in Malaysian banking sector.