After combing and reviewing the literature, this paper takes social exchange theory and leadership behavior theory as the theoretical basis, takes quantum leadership and employee deviant innovation behavior as the independent variable and dependent variable of the theoretical model, and incorporates organizational self-esteem as the mediator variable and psychological resilience as the intermediary variable. Moderating variables, and construct a moderated mediation theoretical model, put forward three hypotheses of main effect, mediation effect and moderation effect. This paper uses AMOS17.0 and SPSS23.0 statistical software to conduct statistical analysis on 500 valid data collected, and draws the following conclusions: (1) Quantum leadership significantly positively affects employees' deviant innovation behavior; (2) Quantum leadership Significantly positively affect employees' organizational self-esteem; (3) Organizational self-esteem plays a partial mediating role between quantum leadership and employee deviant innovation behavior; (4) Psychological resilience positively regulates the relationship between organizational self-esteem and deviant innovation behavior; (5) Psychological resilience positively regulates the relationship between quantum leadership and deviant innovation behavior. This study demonstrates the influence mechanism of quantum leadership on employee deviant innovation from the theoretical and empirical levels, integrates organizational self-esteem and psychological resilience factors, further explores the operating mechanism of quantum leadership and employee deviant innovation behavior, and expands the influence of quantum leadership Force research complements the way quantum leadership works. In a practical sense, this study provides a new type of leadership style choice for organizational managers, helps organizations better understand the causes of employee deviant innovation.