As job performance. Shaffril (2010) stated that

As stated by Sayej (2015), the term “performance” is utilized to focus
attention towards total behavior on his or her organization with the use of
specialized knowledge and attitude attained from training as well as
organization and integration of practice (Bargagliotti, 1999). Productivity of
companies increases based on the employee performance towards their job. Sayej
(2015) stated that performance related behavior is directly related to job
tasks and intention to accomplish the jobs objective (Awases, 2006). Moreover,
WHO Health Report (2006) mentioned that performance also known as combination of
staff being competent, available, productive and responsive (Sayej, 2015). Work
performance play an important role for organizations to gain competitive
advantage and productivity. Effective work performance is the outcome of valid
result in a work organization. As mentioned by Ekpang (2015), it is when
employees able to achieve the expected result that may increases the
productivity in the work organization setting (Clark, 2000).  In other hand, Strebler (2004), revealed that
poor performance known as a condition which the employees behavior or
performance might be fall below the required standard (Ekpang, 2015). Poor
performance is a major issues for managers and employees in any organization.
It is a serious concern for senior managers due to their authority to measure
the effectiveness of the organization perform. It is also an emotive issues
which become quite personal since the productivity and working environment are
affected (Strebler , 2004) . Organizational productivity often seriously
affected when job performance of employees are declining (Ekpang, 2015). Based
on this awareness, many organization still struggle from lacking of
organizational productivity due to employee job performance. Shaffril (2010)
stated that employees believe work performance is beneficial for them,
customers and importantly to their organization (McKendall and Margulis, 1995
and Cook and McCaulay, 1997).  According
to Waldman, (1994), Individual of work performance is an issue that is not only
grasped companies all over the world but also extensive research in field of
management, occupational health and work and organizational psychology
(Koopmans, 2011). So, work performance defined by Campbell (1990) as behavior
or action that align with goals of the organization. Worker performance based
on their level of motivation which clearly encourage them to come to work
regularly, be flexible, work diligently and be willing to take out necessary
task (Sarpong, 2016). In addition, the performance of banking service based on
quality and motivation of employees.