The professional-organizational space in recent years has revealed for organizational management a very close relationship to structure and economic functionality, advantage in competitiveness associated with financial incentives and labor function as motivational variables influence and / or punitive workers, when these, not fulfilled the task. The turnover phenomenon in organizations is not something new, because it is associated with the restructuring and dissolution of traditional organizational functional policies of job security, positions and wages. It is possible that the way the organization will generate and manage values and organizational support to their employees, understood as organizational support, would probably inhibit the pace in turnover and makes the retention policy of professional talent more consistent.