The current study conceptualize the role of EI dimensions in influencing employees’ job performance dimensions by taking into account the moderation effects of service typologies; namely., Professional Service, Service shop and mass service. The nature of service (the extend of Emotional labor used during service provision), and the employees’ differences; which include Personality traits and Internal Work Motivation in to a cohesive framework. Job performance dimensions were observed from two different standpoints; peers’ and supervisor’s evaluations. Data were collected from front-line services employees attached to 40 purposively selected service companies located in Selangor and Kuala Lumpur. Questionnaire were distributed through the human resource manager of the participating companies. The process of data collection took approximately six months from October 2007 to March 2008/ out of 400 questionnaires distributed, 188 were returned yielding a response rate of 47%. However, 19 responses were non-usable leaving 167 responses to be analyzed. A series of statistical analyses were applied to test the hypotheses as reliability analysis, correlation analysis, factor analysis, and multiple regression analysis. Besides, moderated multiple regression (MMR) for categorical variables were applied to analyze the moderating effect of Service Type variables. A series of hierarchical regression analyses were performed to analyze the moderating effects of Emotional labor, Personality Traits and internal Work motivation. The finding highlight the important of Regulation of Emotion (ROE) to affect the service providers’ Job role as well as Career roles. Besides, it is also discovered that others’ emotional appraisal (OEA) significantly affects service provider’s career role. With regard to service types, self-emotional Appraisal (SEA) is crucial to achieve organization role and innovator roles. Besides, SEA is also important for the employees to attain high career role in low emotional labor work environment. Looking at employees’ personality traits, the study revealed that agreeableness, openness to experience and neuroticism significantly moderate the relationships between EI dimension and job performance dimensions, the study revealed that positive drive significantly moderates the relationships between the self-emotional appraisal (SEA) and supervisors’ evaluation of team role and between others’ emotional appraisal (OEA) and the same dependent variable. The study has incorporated a complex model job performance into a cohesive framework. Using the model provides a clearer pictures on the influence of EI dimension on multiple roles of service providers than using a single job performance construct. The study has established that some EI dimension are important to affect the job performance dimensions. The study has established that some EI dimensions are important to affect the job performance dimensions. Besides, the study has brought together most of the important moderating effects of these variable in the same context. Last but not least, the study has considered the use of multiple source of information to assess service providers’ job performance dimensions. The method provides an additional perspective on how employees’ job performance should be evaluated in order to reduce the individual perceptual bias.