Workplace incivility has previously been linked to detrimental outcomes, such as decreased job satisfaction and increased burnout and turnover intentions. The purpose of this study is to extend the current research on incivility to include causal attributions that may help illuminate how the harmful effects of incivility are transmitted to key work outcomes. Specifically, this study examines the role of four different attributions to internal, external, relational, and discrimination sources, in explaining the relationship between workplace incivility and four work outcomes: job satisfaction, perceived social worth, burnout, and turnover intentions. Data collected via online surveys from 210 alumni of a large public university in the Southcentral U.S. were used to test the hypotheses. Results showed that external, relational and discrimination attributions consistently mediated the relationship between uncivil behaviors and job satisfaction, perceived social worth, and burnout. However, none of the attributions studied significantly explained the relationship between incivility and turnover intentions. Further, internal attributions did not significantly mediate any of the relationships investigated. Additionally, results testing the theories of selective incivility and intersectionality were not supported in the sample studied. Significance and implications of these results are discussed.