The rapid economic development has made some "untimely",rigid and invalid norms within enterprises increasingly prominent。In order to adapt to the fickle business environment,new corporate development requirements that dare to break the old and set up new have made deviant behaviors of employees in the workplace increasingly common.The unique characteristics of the 90 s employees also make deviant behaviors common in the workplace.Christensen mentioned in "The Innovator’s Dilemma" that the continuation of past successful management methods will seriously hinder the development of the company,and even become the fuse of the company’s decline.Scholars found in their research that employees actively deviate from the formal or informal rules and regulations of the organization and seek more efficient and practical solutions.Constructive deviant behaviors can not only improve employee happiness and innovative performance,but also organize organizational changes and help the organization adapt to dynamic business.The important way of the environment.Therefore,guiding and motivating employees to actively make constructive deviant behaviors has very important theoretical significance and practical value for stimulating individual creativity of employees and continuous innovation of the company.Existing research shows that the purpose of constructive deviant behavior is for organizational well-being,which helps to promote the mental health of the actors and organizational change,but the constructive deviant behavior of employees is a process of challenging the existing rules and practices of the organization and goes beyond In addition to individual work responsibilities,people affected by traditional thinking not only have great prejudice against deviant behaviors themselves,but also have great concerns about committing such behaviors.A 2015 Gallup survey showed that trust in an organization has a stronger impact on employees’ work behavior and attitudes than work pressure.In addition to granting employees more power and material,the leader’s trust in his subordinates will also convey positive psychological hints to the subordinates,so that employees can positively evaluate their own value and work abilities,boost their internal work drive and initiative,and improve employees The sense of belonging and the enthusiasm for the work itself reduce employees’ risk estimation of constructive deviant behaviors.Based on 331 90 s employee survey questionnaires,this paper uses SPSS25 to preprocess and analyze data,and explore the psychological motivation process of constructive deviant behaviors of post-90 s employees.From the research results:（1）The 90 s employees with higher perception of trust are more likely to have constructive deviant behaviors;（2）Intrinsic motivation plays a part of the mediating role between perceived trust and employees’ constructive deviant behaviors;（3）The prosocial motivation of employees not only plays a positive role in regulating the relationship between intrinsic motivation and constructive deviant behavior of employees,but also positively regulates the mediating effect of intrinsic motivation.The study found that it is better to explain the mechanism of perceived trust on employees’ constructive deviant behaviors from the perspectives of employees’ intrinsic motivation and prosocial motivation.This article reveals the psychological motivation in the process of employees’ constructive deviant behaviors.The trust from superiors provides employees with certain material conditions and psychological support needed for constructive deviant behaviors,so as to resolve employees’ concerns about such behaviors and make employees’ behaviors.It is more in line with the strategic direction of the organization and provides an important reference for solving the problems of employees trapped in organizational norms and insufficient constructive behavior within the organization.