Handling interpersonal relationships, as well as psychological well-being, are cornerstones for employees’ performance, but how they collectively affect performance, remains to be seen. For this, we proposed a theoretical framework linking mental health and to performance through the mediation of well-being and decision making. Similarly, emotional intelligence affects mental health, which in turn affects well-being directly and through decision making, and they further affect performance. To establish its empirical validity, the survey was conducted by means of close-ended Likert scale type questionnaire of 50 items. Data was collected from 220 respondents from Karachi and analyzed using structured equation modeling, and confirmatory factor analysis. The results suggested that emotional intelligence has a significant and positive effect on employee performance, as well as on DMA&PSA, psychological subjective health, and well-being. Employee performance is also positively affected by psychological subjective health and well-being. Interestingly, it is negatively affected by DMA&PSA. Whereas the effect of by psychological subjective health on DMA&PSA is positive. Hence, emotional intelligence not only has a direct effect on employees' performance, but it also has an indirect influence by firstly increasing mental health, this in turn DMA&PSA. Better DMA&PSA would increase well-being and ultimately results in performance. Results showed decisively that human factors have an influential effect on employee performance. Even if the performance is explored in the reference of productivity, which is estimated to have stronger connections with the method in which a person copes his capacities and efficiencies, in both cases the impact is significant. This study will also helpful for human resource managers to design interviews and appraisals, strategies to control cost and time, and have better man force
