The main objective of the study was to establish a clear demographic profile of staff nurses in Cavite, and to determine the level of empowerment of staff nurses in Cavite. Kanter's Structural Model of Empowerment (1977) was used as its backbone in the course of the study since it has been widely applied to practice of nursing management (Nedd, 2006). Descriptive research design was utilized. Self-made, expert reviewed, nonstandardized questionnaires was the distributed among private hospitals in the seven districts of Cavite. Results found for demographic profile that there were almost equal distribution of male and female staff nurses, majority were young, finished Bachelor's degree in Nursing and new in service with salary quite low. Staff nurses were found to be moderately empowered in their workplace with all the three power tools based in Kanter's structural model of empowerment (1977), with the following results: systemic power actors (M=4.11; SD=0.607), access to empowerment structures (M=3.96; SD=0.634), and psychological empowerment (M=4.07; SD=0.602). Supervisors and managers are the key to their empowerment (Wilson and Laschinger, 2004, 2004). Empowering leadership is one that could help ease the staff nurses' burnout (Bobbio, Bellan, Manganelli, 2012). Thus, researchers highly recommend various intercessions from their supervisors to uplift the staff nurses' level of empowerment in their workplaces because empowered nurses are effective nurses. It transcends not only to staff nurses themselves, but as well to the recipients of their care.