SUMMARY
In the recent past, Mexican non-profit organizations have seen an increase in size and importance; nevertheless, research efforts in them are scarce. The retention of their human talent is mainly linked with intrinsic objectives; consequently, it is relevant to analyze diverse variables with the potential to influence the intention of its collaborators to remain employed. Through a non-experimental, explanatory and transversal design, all collaborators in a Monterrey MX humanitarian institution were surveyed. Results evidence that the most relevant discriminating variable was the affective commitment, followed by career satisfaction, age and tenure; the self-efficacy belief was not significant for discrimination. Results are discussed and the relevance of appropriate management of human capital is emphasized, especially in affective commitment’s aspects