The benefits of empowering leadership have been documented, but few studies have examined its impacts on nursing staff job well-being and resident outcomes in long-term care (LTC) settings. In this study, we evaluated the effects of an empowering leadership training program, delivered via a flipped learning approach for LTC leaders, on nursing staff and resident well-being. A quasiexperimental pre-post design with a control group was used. Participants were recruited from six residential facilities in central Taiwan, and included 80 staff (40 per group), 186 residents (intervention: 100; control: 86), and 21 leaders (10 in the intervention group and 11 in the control group). A 12-module intervention for LTC leaders comprised e-learning, face-to-face classes, and post-class assignments focused on empowering leadership. Each module lasted 2 h per week. The control group received an educational brochure covering the same topics. Postintervention data were collected 3 months after the intervention. Staff measures included the Leader Empowerment Behavior Scale, Occupational Burnout Inventory Scale, Spreitzer's Empowerment Scale, Minnesota Job Satisfaction Questionnaire, and a single-item about job stress. Resident measures were the SF-36 health survey, WHO Quality of Life Questionnaire, and Customer Satisfaction Scale. Linear mixed models were employed to assess intervention effects. This study complied with the TREND checklist. Compared to controls, the intervention group demonstrated significant improvements over time in staff perceptions of empowering leader behaviors ( < 0.001), psychological empowerment ( < 0.001), job satisfaction ( < 0.001), and reduced burnout ( < 0.001). For residents, significant improvements in psychological health ( < 0.05), quality of life ( < 0.05), and care quality ( < 0.001) were detected in the intervention group. The empowering leadership educational intervention for leaders using a flipped learning approach enhanced nursing staff job well-being and resident health outcomes in LTC settings. This intervention can provide a sustainable model for cultivating empowering leadership to optimize LTC workforce stability and resident care. Further research exploring mechanisms and long-term sustainability is warranted.